Question 1

J. Bruce Tracey, Scott Tannenbaum, and Michael Kavanagh proposed a scale to measure which of the following organizational issues?

Accepted Answer

The proposed scale by J. Bruce Tracey, Scott Tannenbaum, and Michael Kavanagh is specifically designed to measure the culture of the organization as it relates to continuous learning.

Question 2

What outcomes are measured using the Internal Referencing Strategy model?

Accepted Answer

The Internal Referencing Strategy model measures outcomes based on their relevance, distinguishing between relevant and nonrelevant outcomes.

Question 3

You are finding it extremely Difficult to link organizational bottom-line improvements to a specific training program. What is an acceptable process that you may use to justify the training program given the lack of linkage between training and organizational outcomes?

Accepted Answer

Return on expectations (ROE) is an acceptable process to justify a training program when it's difficult to directly link the training to organizational bottom-line improvements. ROE focuses on meeting the specific expectations of stakeholders, which can include qualitative outcomes and improvements, making it a suitable metric when direct financial linkage (like ROI) is hard to establish.

Question 4

Why is a "post-only" design the most widely used data collection method?

Accepted Answer

A "post-only" design is the most widely used data collection method because it is the easiest and most convenient way to collect data. Researchers can simply administer a survey or questionnaire and gather responses without having to directly interact with participants. This method may not establish causality, be statistically comprehensive, or provide the most reliable conclusions, but it is widely used due to its convenience and accessibility.

Question 5

Transfer motivation is critical in supporting transfer of training content. One technique uses the expectancy theory measuring three variables: valence, instrumentality, and expectancies. Which of the following statements is associated with the "instrumentality" variable?

Accepted Answer

Instrumentality refers to the belief that a certain level of performance will lead to specific outcomes, in this context, the positive or negative consequences of transferring training content to the job.

Question 6

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

Return on expectations (ROE) is a good alternative for evaluating the impact of training when direct assessment with hard or soft data is difficult or impossible. ROE focuses on the extent to which training met the stakeholders' expectations and goals. This approach considers a wide range of qualitative factors, such as the stakeholders' aspirations, values, and expectations, and it provides an integrated perspective on training's impact. Affective reactions, utility reactions, and organizational perceptions are not as comprehensive and reliable as ROE when evaluating the impact of training in complex organizational settings where direct data collection is challenging.

Question 7

Which statement reflects the concept of perceived support?

Accepted Answer

The answer of Which statement reflects the concept of perceived...

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 non-experimental design would be the best choice in this scenario because it is not feasible to manipulate any variables or control for extraneous factors due to limited resources. This design would simply involve measuring the improvements in the trained employees without any intervention or manipulation of variables. It would be a cost-effective way to gather data without the need for a control group.

Question 9

Which theory is an important technique used to assess motivation to transfer?

Accepted Answer

Expectancy theory is the best technique used to assess motivation to transfer. This theory suggests that individuals are motivated based on their expectations of outcomes and their belief that their effort will lead to the desired outcome. When it comes to transfer of training, individuals will be motivated to apply newly acquired skills if they believe that doing so will lead to positive outcomes such as improved job performance or increased recognition.

Question 10

Which of the following is NOT a basic approach for measuring post-training behaviour?

Accepted Answer

Observations, production data, and self-reports are all basic approaches for measuring post-training behavior, as they involve directly observing or collecting data on employees' behavior. Focus groups, on the other hand, involve gathering employees together to discuss their experiences with the training and may not necessarily provide direct information on their behavior.

Question 11

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

Accepted Answer

The answer of What is the most significant advantage of...

Question 12

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

Accepted Answer

Immediate post-training questionnaire measures are only suitable for measuring Level 1 (reaction), Level 2 (learning), and rarely Level 3 (behavior) of the Kirkpatrick evaluation model. They cannot measure the higher levels of the model, such as Level 4 (results). Therefore, while they may provide quick and easy feedback and be easily understood, they cannot measure all dimensions of the training's impact.

Question 13

Which type of learning measure is associated with positive training transfer?

Accepted Answer

Procedural learning, which involves learning how to perform a specific task or skill, is most strongly associated with positive training transfer. This is because procedural learning focuses on developing the specific abilities and behaviors needed to succeed in a job or task, which can directly translate to improved job performance. Declarative learning, observational learning, and organizational learning can also be important for training, but are less directly linked to positive training transfer.

Question 14

What training evaluation design is used in the Internal Referencing Strategy model?

Accepted Answer

The Internal Referencing Strategy model uses a pre-post design, where data is collected before and after the training intervention to evaluate its effectiveness. This design allows for the comparison of results between the two time points, providing a clearer picture of the impact of the training on the target population.

Question 15

Which of the following evaluation and data collection methods would offer the strongest conclusions on the effectiveness of a training program?

Accepted Answer

The time series design with control group involves collecting data before, during, and after the training program for both the experimental group (who receives the training) and the control group (who does not receive the training but is otherwise similar). This allows for comparison over time between the two groups and helps to control for external factors that may influence the results. This design therefore offers the strongest conclusions on the effectiveness of the training program.

Question 16

A training manager is concerned with whether the results of training are based on application of learned skills or some other external/internal variable. Which type of data collection design would address these concerns?

Accepted Answer

Time series with control group is the best choice because it allows for comparison between a group that receives training and a group that does not (control group), which can help determine if the results are due to the training or other variables.

Question 17

Your company wants to use the observation method to measure post-training behaviour changes. What advice would you provide your company about using this method?

Accepted Answer

Instructing management to focus on specific behaviours displayed by trainees will help ensure that the observation method is more objective and reliable. This approach will help provide the most accurate and useful data about post-training behaviour changes. Limiting contact with trainees, using judgment in rating performance, or focusing on general behaviours may all introduce potential biases or errors in the observation process.

Question 18

What factors need to be determined according to the decision-based evaluation model?

Accepted Answer

According to the decision-based evaluation model, the three factors that need to be determined are the target of the evaluation, the focus of the evaluation, and the methods to be used. Variables and sources are not included in this model. Therefore, the correct answer is D, which includes target, focus, and methods.

Question 19

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

Accepted Answer

The common shortcoming shared by all three descriptive training evaluation models described in the textbook is that the results and data collection methods do not account for external variables that may contaminate results. This means that the external factors that may influence the effectiveness of training programs and their outcomes are not considered, leading to inaccurate and unreliable results.

Question 20

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

Pre-post with control design is the most appropriate for evaluating the effectiveness of the new and expensive training program. This design involves comparing the performance of two groups: the experimental group who received the training and the control group who did not receive the training. This design allows for the identification of the training effects, controlling for external factors that may affect job performance. It also allows for the comparison of the performance of the experimental and control groups before and after the training, ensuring that any change in performance is due to the training itself. The other designs are not as robust as the pre-post with control design.

Quiz 10: Training Evaluation