Question 1

Which type of learning measure is associated with positive training transfer?
A) declarative learning
B) procedural learning
C) organizational learning
D) observational learning

Accepted Answer

Procedural learning is associated with positive training transfer because it involves the acquisition of skills and knowledge that can be directly applied to the job or task being performed, leading to improved performance and productivity. Declarative learning involves the acquisition of facts and information, which may not necessarily translate into improved job performance. Organizational learning refers to the acquisition of knowledge and skills at the organizational level, which may or may not be directly applicable to individual job tasks. Observational learning involves learning by observing others, which may have varying degrees of applicability to individual job tasks.

Question 2

What are the two types of reaction measures that are usually used in a training evaluation?
A) descriptive and causal
B) perceived and anticipated
C) declarative and procedural
D) affective and utility

Accepted Answer

The two types of reaction measures that are usually used in a training evaluation are affective and utility measures. Affective measures assess the trainee's emotional response to the training program and include measures such as satisfaction, motivation, and enjoyment. Utility measures assess the trainee's perception of the usefulness of the training program and include measures such as relevance, applicability, and effectiveness.

Question 3

For the variable of organizational results,which question below is typical of one used in a training evaluation survey?
A) How much has the organization's turnover rate decreased as a result of training?
B) How many times has the manager recognized employees for extra effort displayed?
C) How many of your training managers can identify Kirkpatrick's four levels of evaluation?
D) How satisfied were you with the content of the training program and how much will you apply on the job?

Accepted Answer

This question directly asks about the impact of training on organizational results, specifically turnover rate.

Question 4

Which of the following is NOT a basic approach for measuring post-training behaviour?
A) observations
B) production data
C) multiple-choice tests
D) self-reports

Accepted Answer

Multiple-choice tests measure knowledge retention, but not necessarily post-training behavior. Observations, production data, and self-reports are all valid approaches for measuring behavior change after training.

Question 5

According to the Conference Board of Canada,which of the following statements best describes the state of training evaluation in Canada?
A) more than 50 percent of Canadian companies assessed training in some fashion in 2010
B) the level of sophistication of training evaluation methods has increased over the last few years
C) Canadian companies appear to be disillusioned with training evaluation results
D) the most common methods of training evaluations are results and behaviour focused

Accepted Answer

The answer of According to the Conference Board of Canada,which...

Question 6

Which of the following is considered to be a pragmatic barrier to training evaluation?
A) Senior management may not be stressing the need for training programs to be evaluated against goals and objectives.
B) Training departments may be assessed based on the number of programs offered. To take resources away to conduct evaluations may be seen as counterproductive.
C) Some trainers may feel that poor results may reflect poorly on the trainer's performance.
D) Some trainers use conflict of interest arguments to forgo training evaluations.

Accepted Answer

The pragmatic barrier of training evaluation is that training departments may be evaluated based on the number of programs offered. Conducting evaluations may divert resources from offering more training programs, making it counterproductive.

Question 7

The textbook offers four ways the COMA model improves upon Kirkpatrick's hierarchical model.Which of the following is NOT one of those improvements?
A) much more useful for formative evaluations
B) improves upon measures related to summative evaluations
C) the measures used for evaluation are causally related to training success
D) adds to normal reaction surveys by including more variables

Accepted Answer

The improvement related to summative evaluations is not mentioned in the list of improvements offered in the textbook.

Question 8

If management wants to use observation as an assessment method to measure behaviour transfer,how would a human resources representative instruct management so as to mitigate the main issue associated with observation techniques?
A) instruct management to limit contact with trainees
B) instruct management to focus on specific behaviours displayed by trainees
C) allow management to use judgment in rating performance
D) instruct management to focus on general behaviours displayed by the trainee

Accepted Answer

The main issue with observation techniques is observer bias, where the observer may only focus on certain behaviours or interpret behaviours inaccurately. Instructing management to focus on specific behaviours displayed by trainees can help to mitigate this bias and ensure a more accurate assessment of the behaviour transfer. Limiting contact with trainees (A) may not necessarily address observer bias, and allowing judgment in rating performance (C) or focusing on general behaviours (D) may also lead to observer bias.

Question 9

What is the most significant advantage of conducting learning tests with trainees?
A) When budgets are being reduced, learning tests give objective evidence that they enhance performance and so training should continue.
B) If trainees consistently score low on some aspect of the course, they will need to do more work.
C) If insufficient time has been devoted to developing learning tests, the results could be arbitrarily inflated.
D) In cases of accidents or litigation, the employer can prove the employee was trained adequately.

Accepted Answer

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

Question 10

What is the dominant training evaluation model in both research and practical experience?
A) Kraiger's hierarchical model
B) Kirkland's hierarchical model
C) Gagné's hierarchical model
D) Kirkpatrick's hierarchical model

Accepted Answer

Kirkpatrick's hierarchy of training evaluation is the dominant model in both research and practical experience. It consists of four levels of evaluation: reaction, learning, behavior, and results. This model is widely used in organizations to evaluate the effectiveness and impact of their training programs.

Question 11

Why are immediate post-training reaction measures so common?
A) Empirical evidence suggests that reaction measures are the most correlated with performance after training.
B) Trainers feel that post-training reaction measures results provide an accurate measure of a trainer's abilities and performance.
C) They are easy to collect and analyze and are easily understood by both managers and trainees.
D) Management wants to make sure value is extracted from their training investments.

Accepted Answer

Immediate post-training reaction measures are common because they are easy to collect and analyze and are easily understood by both managers and trainees. This makes them a practical choice for evaluating the effectiveness of training programs.

Question 12

What are the two broad categories of barriers to training evaluation?
A) formative and summative
B) pragmatic and political
C) on-the-job and off-the-job
D) reaction and behavioural-based

Accepted Answer

The two broad categories of barriers to training evaluation are pragmatic barriers (such as lack of resources or time) and political barriers (such as resistance to change or lack of support from management). The other options refer to different types of evaluation measures within training evaluation.

Question 13

Carlos,an instructor at a local university,wants to measure the effectiveness of his training sessions.Which of the following evaluation methods would you recommend to Carlos?
A) transfer of training climate evaluation method
B) ISD evaluation method
C) summative evaluation method
D) reaction-based evaluation method

Accepted Answer

The summative evaluation method is used to assess the effectiveness of a training program by measuring the outcomes after the training has been completed. It helps determine if the training objectives were met and if the training was successful.

Question 14

What is the concept that uses data to demonstrate a linkage between training and post-training behaviour?
A) formative evaluations
B) summative evaluations
C) descriptive evaluations
D) causal evaluations

Accepted Answer

Causal evaluations are used to demonstrate a cause-and-effect relationship between the training program and the post-training behavior. This concept uses data to show that the training program is responsible for any changes in behavior observed after the training. Formative evaluations are used during the development of the training program, while summative evaluations measure the overall effectiveness of the program. Descriptive evaluations provide information on the characteristics of the training program and its participants.

Question 15

According to the textbook,which of the following statements is NOT correct when looking at the meaning and purpose of training evaluation process?
A) Diagnose the strengths and weakness of a program and pinpoint needed improvements.
B) Use the evaluation information to justify and reinforce the value and credibility of the training function to the organization.
C) Determine the cost benefits of a program and to help ascertain which program or training technique is most cost-effective.
D) Determine if the training program has given the trainees full top management support.

Accepted Answer

The purpose of training evaluation is to assess the effectiveness and return on investment of a training program. While determining if the training program has top management support may be a factor in evaluating the program, it is not the main purpose of the evaluation process.

Question 16

Which of the following is NOT a criticism of Kirkpatrick's hierarchical evaluation model?
A) Several authors have challenged the validity of the hierarchical nature of the model.
B) The model does not offer a solution if and when a program fails to deliver on objectives.
C) The model requires that all training evaluation processes use the same variables.
D) The model offers a fairly straightforward framework for evaluating training.

Accepted Answer

The statement that the model offers a straightforward framework for evaluating training is not a criticism; rather, it is often seen as a strength of Kirkpatrick's model.

Question 17

A training manager wants to determine what type of payback he/she will receive from a particular training investment.Which level of Kirkpatrick's general model would he/she use?
A) Level 1
B) Level 5
C) Level 4
D) Level 3

Accepted Answer

The answer of A training manager wants to determine what...

Question 18

Which of the following is a key advantage of the decision-based evaluation (DBE)model over the other two evaluation models described in the textbook?
A) The DBE model has significant empirical evidence supporting it.
B) Unlike the other models, the DBE model provides the specific variables to be used.
C) DBE allows the program evaluator to modify the variables to be used in the evaluation process to meet specific situations.
D) Much less complex than both COMA and Kirkpatrick's model.

Accepted Answer

The key advantage of the DBE model over the other two evaluation models (COMA and Kirkpatrick's model) is that it allows the program evaluator to modify the variables to be used in the evaluation process to meet specific situations. This makes the DBE model more flexible and adaptable to different contexts. While there is empirical evidence supporting the DBE model, this is not necessarily a key advantage over the other models. The DBE model does provide specific variables to be used, but this is not necessarily an advantage over the other models, as they also provide guidelines for selecting variables. The complexity of the models is not a relevant consideration when comparing their advantages.

Question 19

What was the main conclusion arrived at in the Bell Canada vignette introduced in the textbook?
A) changing a trainer had an effect on results
B) lecture-style instruction had an effect on results
C) the usage of instructional booklets had an effect on results
D) Bell Canada needs to pay close attention to training costs

Accepted Answer

The main conclusion arrived at in the Bell Canada vignette introduced in the textbook is that changing a trainer had an effect on results. The study found that when a new trainer was brought in, the trainees performed better on their job tasks.

Question 20

The textbook identifies several contributory factors causing companies to forgo training evaluations.Which of the following have NOT been identified?
A) not demanded by trainers and training program designers
B) management does not request it
C) trainers and human resource departments may not be interested in the results
D) lack of time for training evaluation

Accepted Answer

The textbook specifically identifies trainers and training program designers as being interested in training evaluations, so option A is not a contributory factor for companies to forgo training evaluation.

Quiz 11: Training Evaluation

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

What are the two types of reaction measures that are usually used in a training evaluation?

For the variable of organizational results,which question below is typical of one used in a training evaluation survey?

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

According to the Conference Board of Canada,which of the following statements best describes the state of training evaluation in Canada?

Which of the following is considered to be a pragmatic barrier to training evaluation?

The textbook offers four ways the COMA model improves upon Kirkpatrick's hierarchical model.Which of the following is NOT one of those improvements?

If management wants to use observation as an assessment method to measure behaviour transfer,how would a human resources representative instruct management so as to mitigate the main issue associated with observation techniques?

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

What is the dominant training evaluation model in both research and practical experience?

Why are immediate post-training reaction measures so common?

What are the two broad categories of barriers to training evaluation?

Carlos,an instructor at a local university,wants to measure the effectiveness of his training sessions.Which of the following evaluation methods would you recommend to Carlos?

What is the concept that uses data to demonstrate a linkage between training and post-training behaviour?

According to the textbook,which of the following statements is NOT correct when looking at the meaning and purpose of training evaluation process?

Which of the following is NOT a criticism of Kirkpatrick's hierarchical evaluation model?

A training manager wants to determine what type of payback he/she will receive from a particular training investment.Which level of Kirkpatrick's general model would he/she use?

Which of the following is a key advantage of the decision-based evaluation (DBE) model over the other two evaluation models described in the textbook?

What was the main conclusion arrived at in the Bell Canada vignette introduced in the textbook?

The textbook identifies several contributory factors causing companies to forgo training evaluations.Which of the following have NOT been identified?