Question 1

The best time to collect both learning measures and reactions is near the end of training.

Accepted Answer

A) True 
 B)False  True

Question 2

The ease of collecting outcome measures is an important issue to companies.This is referred to as

Accepted Answer

A)  collectability.
B)  practicality.
C)  acceptability.
D)  efficiency. B

Question 3

Training effectiveness refers to the benefits that the company and the trainees receive from training.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following types of evaluation organizations do the least often?

Accepted Answer

A)  reactions
B)  results
C)  ROI
D)  cognitive

Question 5

Transfer of learned skills to the job is usually measured by _________.

Accepted Answer

A)  surveys
B)  interviews
C)  tests
D)  observation

Question 6

Which of the following outcomes is least appropriate for measuring transfer of training?

Accepted Answer

A)  affective
B)  results
C)  behavior/skill-based
D)  reactions

Question 7

Which of the following is not a threat to internal validity?

Accepted Answer

A)  characteristics of the company
B)  reaction to the pretest
C)  trainees who drop out of the study or leave the organization
D)  regression to the mean

Question 8

Formative evaluation is used to assess a training program's strengths and weaknesses.

Accepted Answer

A) True 
 B)False

Question 9

The primary purpose of training evaluation designs is to rule out alternative explanations of changes in outcome measures.

Accepted Answer

A) True 
 B)False

Question 10

Criteria relevance may be maximized by choosing outcomes based on program learning objectives.

Accepted Answer

A) True 
 B)False

Question 11

According to recent research,_________ outcome measures have the largest relationship with changes in affective learning outcomes.

Accepted Answer

A)  results
B)  affective
C)  reactions
D)  behavior and skills

Question 12

Pilot testing refers to the process of previewing the training program with potential managers and trainees,or other customers.

Accepted Answer

A) True 
 B)False

Question 13

If the trainee group and control group can be assumed to similar levels of knowledge,behavior and results prior to training,the most efficient evaluation design is _________.

Accepted Answer

A)  posttest only
B)  posttest only with comparison group
C)  time series
D)  Solomon four-group

Question 14

Questions regarding usefulness of training content and satisfaction with instructor and training materials is assessing ______

Accepted Answer

A)  results.
B)  cognitive.
C)  reactions.
D)  behavior and skills.

Question 15

All of the following except use of _____ are ways to minimize threats to validity in evaluation studies.

Accepted Answer

A)  pretests and posttests
B)  comparison groups
C)  random assignment
D)  only standardized tests

Question 16

(p.240-243. )Which method of evaluation would be most likely to increase the training department budget and ensure a training manager some job security?

Accepted Answer

A)  reactions
B)  results
C)  cognitive/behavioral
D)  ROI

Question 17

Sawing wood and landing an airplane are examples of _________ outcomes.

Accepted Answer

A)  ROI
B)  behavior and skills
C)  results
D)  affective

Question 18

Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.

Accepted Answer

A) True 
 B)False

Question 19

The most commonly used form of training outcomes evaluation is reaction.

Accepted Answer

A) True 
 B)False

Question 20

A commonly used method of evaluating how well sales training transfers to the job is to ask customers to rate sales staff behavior.

Accepted Answer

A) True 
 B)False

Exam 6: Training Evaluation

The best time to collect both learning measures and reactions is near the end of training.

The ease of collecting outcome measures is an important issue to companies.This is referred to as

Training effectiveness refers to the benefits that the company and the trainees receive from training.

Which of the following types of evaluation organizations do the least often?

Transfer of learned skills to the job is usually measured by _________.

Which of the following outcomes is least appropriate for measuring transfer of training?

Which of the following is not a threat to internal validity?

Formative evaluation is used to assess a training program's strengths and weaknesses.

The primary purpose of training evaluation designs is to rule out alternative explanations of changes in outcome measures.

Criteria relevance may be maximized by choosing outcomes based on program learning objectives.

According to recent research,_________ outcome measures have the largest relationship with changes in affective learning outcomes.

Pilot testing refers to the process of previewing the training program with potential managers and trainees,or other customers.

If the trainee group and control group can be assumed to similar levels of knowledge,behavior and results prior to training,the most efficient evaluation design is _________.

Questions regarding usefulness of training content and satisfaction with instructor and training materials is assessing ______

All of the following except use of _____ are ways to minimize threats to validity in evaluation studies.

(p.240-243. ) Which method of evaluation would be most likely to increase the training department budget and ensure a training manager some job security?

Sawing wood and landing an airplane are examples of _________ outcomes.

Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.

The most commonly used form of training outcomes evaluation is reaction.

A commonly used method of evaluating how well sales training transfers to the job is to ask customers to rate sales staff behavior.