Deck 7: Evaluating HRD Programs

Question 1

To determine changes in learning,it should be measured at two times: pre-training and post-training.

Answer 1

True

Question 2

If the control group and the training group have the same scores before training,and the training group scores increase while control group scores remain the same after training,it can be attributed to the training rather than other factors.

Answer 2

True

Question 3

According to Nickols,each of Kirkpatrick's levels is of similar importance to all stakeholder groups.

Answer 3

False

Question 4

The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures of other levels,and these positive reactions will result in learning.

Question 5

When writing a questionnaire you should limit the number of response options.

Question 6

A control group is a group of people of the same age as the trainees.

Question 7

In a strong research design,it does not matter if the control and training group have different existing knowledge,skills,or abilities.

Question 8

Donald Kirkpatrick described the following four training evaluation criteria: reaction,learning,job behavior,and results.

Question 9

A dramatic extension beyond Kirkpatrick's framework includes the idea that constituencies outside the organization should be involved in the evaluation process.

Question 10

A proposed modification to Kirkpatrick's evaluation model is to add a fifth level beyond results to include ROI or the way HRD programs make societal contributions.

Question 11

Utility analysis is easy for trainers to calculate.

Question 12

HRD evaluation includes collecting information to make decisions about training activities.

Question 13

ROI stands for results of inventory.

Question 14

Using deception to do evaluation research is helpful because it allows employees to answer truthfully and without bias.

Question 15

According to Goldstein,training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process.

Question 16

The reliability of data refers to the consistency of the results determined by the collection of data.

Question 17

In order to effectively evaluate a training program the specific objectives of the program must be known.

Question 18

Confidentiality in training evaluation is not important since the trainees work for the organization already.

Question 19

A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity'.

Question 20

The CIPP framework for evaluation includes Context,Information,Process,Product.

Question 21

According to studies by ASTD,the most common form of evaluation is:

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

Question 22

If we provide the training and then collect evaluation measures without the collection of data we are:

A)Positive that any change we see is due to the training
B)Unsure as what caused the result we find,the training or other factors
C)Only sure that the results are sound if we randomly select the trainees
D)Following the best known research design

Question 23

Which of the following is a common method for data collection in HRD evaluations?

A)Archival performance data
B)Tests and simulations
C)Direct observation
D)All of these are common methods of data collection

Question 24

The most popular and influential framework for evaluating training was developed by:

A)Goldstein
B)Kirkpatrick
C)Phillips
D)Brinkerhoff

Question 25

Trainee reaction to a training program is:

A)critical - if they don't like it,they can't learn
B)limited because it does not tell us if the program met its objective
C)in most cases,the only evaluation method that can be accomplished
D)the only level of evaluation worth doing

Question 26

Questionnaires are often used for evaluation because:

A)Trainees like to fill them out
B)They can be completed and analyzed quickly
C)They are very interactive
D)They measure all four levels quickly and easily

Question 27

Which of the following statements provides the best explanation for why training professionals often don't evaluate the results of their training programs?

A)Results don't matter in training
B)Fear of criticism or program cuts if a program was not effective
C)It can be done only if you majored in statistics in college
D)Management refuses to spend the money to do it right

Question 28

When collecting data which of the following issues is NOT important?

A)Reliability
B)Validity
C)Effectiveness
D)Practicality

Question 29

The number of units produced is generally considered which kind of data?

A)Plant data
B)Economic data
C)Systemwide data
D)Individual performance data

Question 30

Level 3 of Kirkpatrick's framework for evaluation that is a critical measure of training success is:

A)Reaction
B)Learning
C)Behaviors
D)Results

Question 31

The Kraiger,Ford and Salas evaluation model uses all of the following classifications of learning outcomes EXCEPT:

A)Cognitive
B)Intuitive
C)Skill based
D)Affective

Question 32

According to Phillips,which of the following is NOT a purpose of training evaluation?

A)Determining the cost-benefit ration of an HRD program
B)Determining if the program was appropriate
C)Deciding who should participate in future programs
D)Deciding whether or not to fire the trainer

Question 33

Based on ASTD surveys about evaluating training programs which of the following is true?

A)Over 90% of companies surveyed conduct some form of evaluation
B)Only about 10% of companies surveyed conduct some form of evaluation
C)Results are the most commonly used method of evaluating training
D)Reactions are almost never evaluated

Question 34

Which of the following is NOT a common type of data collected for evaluation?

A)Plant data
B)Economic data
C)Systemwide data
D)Individual performance data

Question 35

Collecting data in a pretest and posttest design allows us to:

A)Be certain the training caused any change
B)See what has changed after training
C)Develop the cost effectiveness of our training
D)Know whether or not we should revise the training design

Question 36

The evaluation phase of the HRD process model includes all of the following EXCEPT:

A)Selecting evaluation criteria
B)Conducting the evaluation
C)Interpreting the results
D)Publishing your results in the ASTD results book

Question 37

Self-report data is:

A)Data provided by an employee's supervisor
B)Data provided by the individual involved in the training
C)Data from company archives
D)Data provided by customers

Question 38

A socially desirable response is:

A)Telling the researcher your true feelings
B)Telling the researcher the truth
C)Telling the researcher what you think they want to hear
D)Telling the research an answer in sociological terms

Question 39

A pre/post comparison is used to evaluate learning so that:

A)We know how much change took place during the program
B)We can calculate a t-test to get useful statistics
C)We can compare the trained group to the control group
D)We know where the group was at the start

Question 40

According to Chris Bones,what is true of the HRD evaluation process?

A)"Evaluating what you know works is a waste of time."
B)"Only evaluate if you are forced to do it."
C)"Evaluation is too costly to bother with."
D)"If you can't see results,then stop it."

Question 41

The most commonly used type of data in HR evaluation is:

A)self-report data
B)return on investment
C)customer satisfaction surveys
D)organizational report data

Question 42

Which of the following is NOT true of the impact of technology on HDR evaluation?

A)pretests and post-tests are more difficult to collect electronically than in the traditional classroom
B)individual learning styles are not a factor with the use of technology
C)behaviors and results can be captured just as well electronically
D)data collection for HRD research purposes should be easier to collect via the Internet

Question 43

Goldstein has suggested that training evaluation has moved through how many stages since the 1960's?

A)4
B)5
C)2
D)22

Question 44

Why is it a good idea to randomly assign people to the training group and the control group?

A)it increases the confidence in that training is responsible for change and not some other factor
B)it is the easiest way to measure both pre and post training
C)it guarantees that training evaluation will be believed by management
D)it allows us to assume that attitude toward training is positive for all trainees

Question 45

Which of the following is true of HRD evaluation?

A)descriptive and judgmental information should not be included
B)collection of information should be collected according to a predetermined plan
C)any information collected should be random to ensure credibility
D)it is not a critical step in the HRD process

Question 46

Which of the following data collection methods are concerned with how much time,money,and resources are available for an evaluation method?

A)reliability
B)validity
C)provability
D)practicality

Question 47

Practicality deals with questions of:

A)consistency
B)accuracy
C)legality
D)​sufficient resources

Question 48

A cost-benefit analysis compares:

A)The benefits of one program to those of another one
B)The cost of training to its benefits
C)The costs of two different HRD programs
D)Employee moral to training effectiveness

Question 49

Confidentiality in training evaluation is:

A)not a factor in employee willingness to complete evaluations
B)up to the trainer to protect since they should not discuss what they find out during training
C)a good reason not to evaluate a training program
D)assured by using code numbers or demographic information,rather than names,to identify trainees

Question 50

Donald Kirkpatrick described which of the following four training evaluation criteria as a way to determine trainees' perceptions about a program and its effectiveness?

A)reaction
B)learning
C)job behavior
D)results

Question 51

Which of the following is NOT an example of indirect training program costs?

A)instructor preparation
B)administrative support
C)course materials
D)all of the above are examples of indirect costs

Question 52

Utility analysis:

A)Is easy for trainers to calculate
B)Compares training gain to training costs
C)Is completed using a computer program like Blackboard
D)Has never been used for training

Question 53

Validity asks the question:

A)Does the information evaluate a trainee's reaction?
B)Is the measure consistent?
C)Does the data measure what it is supposed to measure?
D)Is the data legal?

Question 54

Informed consent:

A)Informs participants about any risks
B)Must be obtained before any training is done
C)Is completed at time of hire for all employees
D)Is never legally needed

Question 55

Which of the following is NOT a factor used to compute a utility estimate?

A)"A" (available number of employees for training)
B)"N" (number of employees trained)
C)"T" (length of time benefits of training is expected to last)
D)"C" (cost of conducting the training)

Question 56

Which of the following kind data does return on investment (ROI)and utility data provide?

A)social data
B)behavioral data
C)organizational data
D)economic data

Question 57

Recent efforts to combine data from different research studies are known as:

A)macro-analysis
B)meta-analysis
C)combined analysis
D)collaborative analysis

Question 58

A method of evaluation,which measures the trainee's evaluation prior to and after training,is known as:

A)return on investment
B)variance improvement method
C)pre-test,post-test
D)gap closure method