Question 1

Reaction measures are usually done via a survey immediately after the training session.

Accepted Answer

Reaction measures are typically collected through surveys immediately after the training session in order to gauge participants' immediate responses to the training.

Question 2

Declarative learning refers to the acquisition of facts and information and is by far the most frequently assessed learning measure.

Accepted Answer

Declarative learning refers to the memorization and recall of information, making it one of the easiest forms of learning to assess and measure.

Question 3

Measures of self-efficacy tend to focus on a trainee's perceived level of support in transferring newly learned skills to the job.

Accepted Answer

Measures of self-efficacy focus on a trainee's belief in their own ability to perform tasks or achieve specific performance levels, rather than on their perceived level of support for transferring skills to the job.

Question 4

Evaluating training programs requires knowledge about research design,measurements,and data analysis.

Accepted Answer

Evaluating training programs involves designing research studies that include defining outcomes, selecting appropriate measures, collecting and analyzing data. Therefore, knowledge about research design, measurements, and data analysis is necessary for evaluating training programs.

Question 5

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

Accepted Answer

Procedural learning measures are often not used because they require a high level of complexity to implement and administer.

Question 6

Observations are the most popular measures of behaviour changes resulting from training initiatives.

Accepted Answer

The answer of Observations are the most popular measures of...

Question 7

Descriptive and causal evaluations measure basically the same outcome.

Accepted Answer

Descriptive evaluations simply describe the characteristics or status of an outcome, whereas causal evaluations examine the cause-and-effect relationship between a program or intervention and an outcome. While they may overlap in some ways, they have distinct purposes and approaches to measuring outcomes.

Question 8

The "pre-post design with control group" data collection method answers two basic questions:	Did trainees change? And,was training responsible for that change?

Accepted Answer

The "pre-post design with control group" data collection method is used to determine whether trainees have changed and whether training is responsible for that change. This is accomplished through the use of pre- and post-training assessments and a control group to establish a baseline for comparison.

Question 9

The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.

Accepted Answer

While the COMA model and the Decision-Based Evaluation model are popular training evaluation methods, they are not necessarily the most widely used. There are other commonly used methods such as the Kirkpatrick Four-Level Model and the Phillips ROI Model.

Question 10

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

Accepted Answer

Affective reaction measures the emotional response or attitude towards a training program, not the perceived usefulness. Perceived usefulness would be measured by cognitive reaction measures such as assessments or surveys on the relevance and effectiveness of the training program.

Question 11

One of the primary advantages of the Decision-Based Evaluation model over the Kirkpatrick model is that it allows different variables to be measured depending on the target of the evaluation process.

Accepted Answer

The Decision-Based Evaluation model is designed to be more flexible than the Kirkpatrick model, allowing for the measurement of different variables depending on the target of the evaluation process. The Kirkpatrick model is more limited in its scope and typically focuses only on four levels of evaluation: reaction, learning, behavior, and results.

Question 12

Decisions to evaluate training programs are often made as a direct result of senior management requests.

Accepted Answer

Senior management is the one who holds the ultimate responsibility for the organization's performance and success. They are accountable for the development of their employees, and they often request feedback on the effectiveness of training programs to determine if their investments are paying off. Therefore, decisions to evaluate training programs are often made as a direct result of senior management requests.

Question 13

Training evaluation is undertaken for a variety of reasons.Some of the most salient reasons include identifying the costs and benefits of a particular training initiative and determining if expected training outcomes materialized.

Accepted Answer

Training evaluation is indeed undertaken for a variety of reasons, including identifying the costs and benefits of a particular training initiative and determining if expected training outcomes materialized.

Question 14

Kirkpatrick's hierarchical model has four levels.Recently,Kirkpatrick replaced the fourth level with a measurement of return on investment.

Accepted Answer

Kirkpatrick's model still consists of four levels: Reaction, Learning, Behavior, and Results. The fourth level has not been replaced with a measurement of return on investment.

Question 15

Formative evaluations provide data about the worthiness or effectiveness of a training program.

Accepted Answer

Formative evaluations are designed to monitor the learning process during its development or delivery, focusing on improving the program's design and effectiveness rather than assessing its overall worthiness.

Question 16

Those organizations that perform training evaluations tend to focus their metrics on job performance improvements as a direct result of training.

Accepted Answer

The answer of Those organizations that perform training evaluations tend...

Question 17

Training evaluation is a process that helps organizations determine if expected training outcomes actually materialize.

Accepted Answer

This statement is true. Training evaluation helps organizations assess whether the training program achieved its intended goals and objectives.

Question 18

The American Society for Training and Development reported that organizations rarely perform any kind of training evaluation.

Accepted Answer

The American Society for Training and Development (ASTD) has reported that organizations often perform training evaluations to assess the effectiveness and impact of their training programs.

Question 19

Training evaluation is basically a single procedure focused on the level of satisfaction reported by trainees after training.

Accepted Answer

Training evaluation is not just about the level of satisfaction of trainees, but also includes assessing the effectiveness of the training in achieving its objectives and goals. Other factors such as behavioral changes, knowledge acquisition, and skills improvement need to be evaluated as well.

Question 20

For both self-report and observational data,it is important that the measure focus on specific behaviours as opposed to general ones because specific ones are more likely to be valid and accurate.

Accepted Answer

Specific behaviours can be more accurately defined and observed than general ones, allowing for more reliable measurements in both self-report and observational data.

Quiz 11: Training Evaluation