Deck 6: Training Evaluation

Question 1

Kirkpatrick's four levels of evaluation include

A)reaction,learning,results,and behavior.
B)affective,cognitive,formative,summative.
C)assess,evaluate,design,formulate.
D)pretest,posttest,validity,ROI.

Answer 1

A

Question 2

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

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

Answer 2

C

Question 3

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

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

Answer 3

B

Question 4

__________ outcome measures learners' attitude and motivation.

A)Affective
B)Reactions
C)Cognitive
D)Behavior

Question 5

Tests and/or work samples are used to assess _______ outcomes.

A)results
B)affective
C)return on investment
D)learning or cognitive

Question 6

Which of the following is not a reason to evaluate training programs?

A)determine financial benefits and costs
B)determine which trainees benefit the most
C)to assist in marketing programs
D)to meet requirements of the Manpower Development and Training Act

Question 7

Criteria relevance is

A)an issue of whether training covered the necessary material.
B)the extent to which the trainees care about the outcomes of the training.
C)the extent to which training outcomes reflect the content of the training program.
D)the extent to which training outcomes are related to the learned capabilities emphasized in the training program.

Question 8

If the examination for this course contains some questions about geography,the test is ________ as an assessment of your knowledge of training and development.

A)contaminated
B)deficient
C)discriminatory
D)unreliable

Question 9

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

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

Question 10

The first step of the evaluation process is ______.

A)a needs analysis
B)develop outcome measures
C)choose an evaluation strategy
D)develop measurable leaning objectives

Question 11

If your test covering this chapter contained no questions covering evaluation designs,the test would be ____________

A)irrelevant.
B)deficient.
C)contaminated.
D)unreliable.

Question 12

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

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

Question 13

Research shows that the influence of training is weakest on _______ outcomes.

A)financial
B)human resource
C)organizational performance
D)ethical

Question 14

Formative evaluation looks at

A)what forms of training worked.
B)how to improve the training program.
C)how the trainees liked the program by asking them to complete a reaction form.
D)whether the control group's performance improved as much as the treatment group's performance.

Question 15

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

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

Question 16

Direct costs

A)should be included in the calculation of return on investment,while indirect costs should not.
B)include costs of not doing the training.
C)include salaries and benefits of employees involved in training,program materials,equipment and travel costs.
D)are compared to indirect costs to determine return on investment.

Question 17

Summative evaluation looks at

A)what forms of training worked.
B)how to improve the training program.
C)whether trainees' performance improved more than a control group.
D)how the trainees liked the program by asking them to complete a reaction form.

Question 18

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

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

Question 19

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

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

Question 20

Which of the following would not be a good way to measure affective outcomes?

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

Question 21

The best training evaluation design to use for programs aimed at improving readily observable outcomes such as accident rates,scrap rate and absences is __________.

A)Solomon four-group
B)posttest only
C)pre-test only
D)time series

Question 22

__________ is a time period in which participants no longer receive the training intervention.

A)Regression
B)Extinction
C)Reversal
D)Mortality

Question 23

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

Question 24

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

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

Question 25

An evaluation study of the effectiveness of a new software program was conducted using volunteers.What is the greatest threat to validity?

A)maturation
B)mortality
C)interaction of selection and training
D)initial group differences

Question 26

(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?

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

Question 27

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

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 28

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

Question 29

Research supports arguments of the Kirkpatrick model that lower levels,such as reactions and learning,cause the higher levels.

Question 30

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

Question 31

External validity refers to

A)the generalizability of training results to other groups and situations.
B)face validity.
C)internal consistency.
D)whether performance outcomes can be attributed to a training program.

Question 32

Criterion deficiency refers to the extent training outcomes measure inappropriate capabilities.

Question 33

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

Question 34

If an organization wants to determine which of two training programs are best,a _____________ evaluation design should be used.

A)time series
B)posttest only
C)pretest/posttest comparison group
D)pretest/posttest

Question 35

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

Question 36

"Believability" refers to

A)trainees' confidence in program effectiveness
B)external validity
C)internal validity
D)a low level of contamination and deficiency

Question 37

The Solomon four-group evaluation design

A)allows only for the assessment of how much change has occurred,not whether we can attribute it to the training.
B)combines the pretest/posttest comparison group and posttest only designs for the most rigorous evaluation design.
C)does not reduce the threats to internal validity.
D)is used in nearly half of the companies that evaluate training.

Question 38

Training evaluation design refers to the process of collecting the outcomes needed to determine if training is effective.

Question 39

Training evaluation provides a way to understand the investments training produces and the information needed to improve training.

Question 40

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 _________.

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

Question 41

What are the strengths and weaknesses of the seven evaluation designs? Which design would be best for comparing one training program to another? Which design would be well-suited for training programs directed toward outcomes such as accidents,scrap rate and productivity?

Question 42

Explain the steps in calculation ROI.

Question 43

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

Question 44

A Hawthorne group refers to a group of employees who participate in the evaluation study but do not attend the training program.

Question 45

Criterion contamination refers to the failure to measure training outcomes that were emphasized in the training objectives.

Question 46

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

Question 47

Reliability refers to the degree to which trainees' performance on the outcome measures actually reflects true differences in performance.

Question 48

Research indicates there is a positive and moderate relationship among reaction,cognitive,behavior and results outcomes.

Question 49

Identify the six forms of outcome measures,the six levels of outcome measurement,and measures of each.What levels primarily assess learning and which ones are appropriate to assess transfer of learning?

Question 50

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

Question 51

Negative transfer is when learning occurs,but skills and results are less than pre-training levels.

Question 52

One advantage of the pretest posttest design with comparison group over the posttest only with comparison group is one can examine how much trainees have changed.

Question 53

Organizations should always conduct as rigorous evaluation as possible.

Question 54

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

Question 55

Discuss the reasons why it is important to evaluate training.

Question 56

Describe the evaluation process.

Question 57

Random assignment of employees to the training and comparison groups is an attempt to put the employees who need the training the most in the training group.