Question 1

A new and very expensive training program will be implemented in your organization and it is very important to find out if the training has a positive effect on trainees' job performance. You are responsible for designing the evaluation. What training evaluation data collection design will you recommend?

Accepted Answer

A)  post-test only 
B)  pre-post design 
C)  pre-post with control 
D)  time series

Question 2

The main reason procedural learning measures are NOT often used is centred on the level of complexity required to properly assess procedural learning.

Accepted Answer

A) True 
 B)False

Question 3

Which common shortcoming is shared by all three descriptive training evaluation models described in the textbook?

Accepted Answer

A)  the results and data collected are simply not applicable to most training programs 
B)  the collection of the data is almost always very expensive and time consuming 
C)  the results and data collection methods do not account for external variables that may contaminate results 
D)  implementation of descriptive evaluation models requires mastery of statistical analysis techniques

Question 4

Affective reaction measures the level of perceived usefulness of a training program.

Accepted Answer

A) True 
 B)False

Question 5

What is the most significant advantage of conducting learning tests with trainees?

Accepted Answer

A)  When budgets are being reduced, learning tests give objective evidence that they enhance performance and so training should continue. 
B)  If trainees consistently score low on some aspect of the course, they will need to do more work. 
C)  If insufficient time has been devoted to developing learning tests, the results could be arbitrarily inflated. 
D)  In cases of accidents or litigation, the employer can prove the employee was trained adequately.

Question 6

Immediate post-training questionnaire measures remain very popular with trainers. Which of the following is NOT a reason for this popularity?

Accepted Answer

A)  they are easy to collect and analyze, and are easily understood by managers and employees 
B)  they provide trainers with immediate feedback 
C)  they are an easy and convenient mechanism for measuring levels 1, 2, and 3 of the Kirkpatrick evaluation model 
D)  they are an easy and convenient mechanism for measuring affective trainee reactions

Question 7

You need to evaluate the effect of a training program on the organization and it will be Difficult or impossible to adequately assess the impact of training directly either with hard or soft data. What will be a good alternative?

Accepted Answer

A)  affective reactions 
B)  utility reactions 
C)  return on expectations 
D)  organizational perceptions

Question 8

What kind of research design would you use if you had very limited resources and were concerned only with measuring improvements in a group of trained employees?

Accepted Answer

A)  quantitative design 
B)  experimental design 
C)  quasi-experimental design 
D)  non-experimental design

Exam 10: Training Evaluation