Question 1

Which of the following statements is true of Solomon four-group evaluation design?

Accepted Answer

A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  It is an evaluation design in which pre-training outcomes are completely ignored. 
C)  It combines both pretest/post-test comparison group and post-test-only control group design. 
D)  Relative to the other evaluation designs it is more economical and takes lesser time to conduct. 
A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  It is an evaluation design in which pre-training outcomes are completely ignored. 
C)  It combines both pretest/post-test comparison group and post-test-only control group design. 
D)  Relative to the other evaluation designs it is more economical and takes lesser time to conduct.

Question 2

If a firm measures its sales volume before and after a training program,it is typically assessing the _____ outcome.

Accepted Answer

A)  reaction 
B)  behavior-based 
C)  learning 
D)  results 
A)  reaction 
B)  behavior-based 
C)  learning 
D)  results

Question 3

Behavior or skill-based outcomes are best measured by _____.

Accepted Answer

A)  surveys 
B)  interviews 
C)  focus groups 
D)  observations 
A)  surveys 
B)  interviews 
C)  focus groups 
D)  observations

Question 4

No evaluation design can ensure that the results of the evaluation are completely due to training.

Accepted Answer

A) True 
 B)False

Question 5

The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.

Accepted Answer

A) True 
 B)False

Question 6

Appropriate training outcomes need to be discriminative which implies that:

Accepted Answer

A)  tests given to employees before and after a training program should differ. 
B)  trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time. 
C)  trainees' performance on the outcome should actually reflect true differences in performance. 
D)  different employees should be given different tests for measuring their performance on the same outcome. 
A)  tests given to employees before and after a training program should differ. 
B)  trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time. 
C)  trainees' performance on the outcome should actually reflect true differences in performance. 
D)  different employees should be given different tests for measuring their performance on the same outcome.

Question 7

Typically,_____ are used to assess cognitive outcomes.

Accepted Answer

A)  attitude surveys 
B)  observations 
C)  focus groups 
D)  pencil-and-paper tests 
A)  attitude surveys 
B)  observations 
C)  focus groups 
D)  pencil-and-paper tests

Question 8

The Solomon four-group design combines the pretest/post-test comparison group and the post-test-only control group design.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is true of return on investment (ROI)?

Accepted Answer

A)  It is referred to as level 3 evaluation in Kirkpatrick's framework for categorizing training outcomes. 
B)  It refers to comparing sales activity before and after a training program. 
C)  Dollar value of productivity divided by training costs reflects return on investment. 
D)  The method of measurement for return on investment typically involves tests, surveys, and interviews. 
A)  It is referred to as level 3 evaluation in Kirkpatrick's framework for categorizing training outcomes. 
B)  It refers to comparing sales activity before and after a training program. 
C)  Dollar value of productivity divided by training costs reflects return on investment. 
D)  The method of measurement for return on investment typically involves tests, surveys, and interviews.

Question 10

If a manager believes that a training program is valuable and hence provides higher ratings of job performance to those trainees who attended the training program,then the training outcomes will lack relevance due to _____.

Accepted Answer

A)  criterion contamination 
B)  criterion deficiency 
C)  criterion irreducibility 
D)  criterion maturation 
A)  criterion contamination 
B)  criterion deficiency 
C)  criterion irreducibility 
D)  criterion maturation

Question 11

A training activity dashboard does not provide a perspective of future learning.

Accepted Answer

A) True 
 B)False

Question 12

Outcome measures are perfectly related to each other.

Accepted Answer

A) True 
 B)False

Question 13

Return on investment (ROI)is used to show a training program's cost effectiveness before it has been delivered.

Accepted Answer

A) True 
 B)False

Question 14

A reliable test includes items for which the meaning or interpretation does not change over time.

Accepted Answer

A) True 
 B)False

Question 15

It is necessary to limit return on investment analysis only to certain training programs as it can be costly.

Accepted Answer

A) True 
 B)False

Question 16

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

Accepted Answer

A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment 
A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment

Question 17

How does workforce-analytics help determine the value of learning activities?

Accepted Answer

The value of learning activities is best

Question 18

Identify the ways to minimize threats to validity.

Accepted Answer

There are three ways to minimize threats

Question 19

Which of the following is an affective outcome collected in a training evaluation?

Accepted Answer

A)  Learners' satisfaction with training. 
B)  Customer service orientation. 
C)  Increased production. 
D)  Reduced costs of production. 
A)  Learners' satisfaction with training. 
B)  Customer service orientation. 
C)  Increased production. 
D)  Reduced costs of production.

Question 20

The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.

Accepted Answer

A) True 
 B)False

Which of the following statements is true of Solomon four-group evaluation design?

If a firm measures its sales volume before and after a training program,it is typically assessing the _____ outcome.

Behavior or skill-based outcomes are best measured by _____.

No evaluation design can ensure that the results of the evaluation are completely due to training.

The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.

Appropriate training outcomes need to be discriminative which implies that:

Typically,_____ are used to assess cognitive outcomes.

The Solomon four-group design combines the pretest/post-test comparison group and the post-test-only control group design.

Which of the following is true of return on investment (ROI)?

If a manager believes that a training program is valuable and hence provides higher ratings of job performance to those trainees who attended the training program,then the training outcomes will lack relevance due to _____.

A training activity dashboard does not provide a perspective of future learning.

Outcome measures are perfectly related to each other.

Return on investment (ROI)is used to show a training program's cost effectiveness before it has been delivered.

A reliable test includes items for which the meaning or interpretation does not change over time.

It is necessary to limit return on investment analysis only to certain training programs as it can be costly.

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

How does workforce-analytics help determine the value of learning activities?

Identify the ways to minimize threats to validity.

Which of the following is an affective outcome collected in a training evaluation?

The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters

Exam 6: Training Evaluation

Which of the following statements is true of Solomon four-group evaluation design?

If a firm measures its sales volume before and after a training program,it is typically assessing the _____ outcome.

Behavior or skill-based outcomes are best measured by _____.

No evaluation design can ensure that the results of the evaluation are completely due to training.

The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.

Appropriate training outcomes need to be discriminative which implies that:

Typically,_____ are used to assess cognitive outcomes.

The Solomon four-group design combines the pretest/post-test comparison group and the post-test-only control group design.

Which of the following is true of return on investment (ROI)?

If a manager believes that a training program is valuable and hence provides higher ratings of job performance to those trainees who attended the training program,then the training outcomes will lack relevance due to _____.

A training activity dashboard does not provide a perspective of future learning.

Outcome measures are perfectly related to each other.

Return on investment (ROI)is used to show a training program's cost effectiveness before it has been delivered.

A reliable test includes items for which the meaning or interpretation does not change over time.

It is necessary to limit return on investment analysis only to certain training programs as it can be costly.

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

How does workforce-analytics help determine the value of learning activities?

Identify the ways to minimize threats to validity.

Which of the following is an affective outcome collected in a training evaluation?

The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters