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, which involves learning how to perform a specific task or skill, is typically associated with positive training transfer. This is because it involves practice and repetition, which can help individuals develop automaticity and mastery of the skill. Declarative learning, which involves learning facts or information, may not always transfer well to practical skills or tasks. Organizational learning and observational learning may also play a role in training transfer, but they are not as closely associated with positive transfer as procedural learning.

Question 2

Which of the following statements is NOT congruent with conclusions in theChapter-opening vignette on Bell Canada A)classroom training seemed to impact learning outcomes the most B)the traditional training method was ineffective C)changing the instructors had no effect on learning outcomes D)the use of a well-developed instruction booklet had greater effect

Accepted Answer

The chapter-opening vignette on Bell Canada focused on the use of different training methods and their impact on learning outcomes for new call center agents. While the vignette did not explicitly state that classroom training had the greatest impact on learning outcomes, it did suggest that the traditional training method used by Bell Canada was ineffective and that using a well-developed instruction booklet had a greater effect. The vignette also did not mention anything about changing instructors and their impact on learning outcomes, so statement C cannot be deemed congruent or incongruent. Statement B is congruent with the vignette's conclusion that the traditional training method was ineffective. Therefore, statement A is the only one that is not congruent with the vignette's conclusions.

Question 3

Which of the following statements best describes the state of training evaluation in Canada according to the Conference Board of Canada
A)more than 90 percent of Canadian companies assessed training in some fashion in 2012-13
B)the level of sophistication of training evaluation methods has decreased over the last few years
C)Canadian organizations are increasingly aware of the importance of training evaluation and are investing more resources toward evaluating programs
D)the most common methods of training evaluations are results and behaviour focused

Accepted Answer

According to the Conference Board of Canada, Canadian organizations are increasingly aware of the importance of training evaluation and are investing more resources toward evaluating programs. This suggests that the state of training evaluation in Canada is improving rather than decreasing in sophistication. Option A may be true, but it does not provide information on the level of sophistication of training evaluation methods. Option D is partially correct, but it does not capture the overall state of training evaluation in Canada.

Question 4

Company ABC noticed an increase in customer satisfaction after employees completed a new customer satisfaction training program.As the VP of human resources,you have been asked to determine if in fact the training program led to the increase in customer satisfaction results.Which of the following training evaluation approaches would you take
A)formative evaluation
B)summative evaluation
C)descriptive evaluation
D)causal evaluation

Accepted Answer

Causal evaluation is the best choice as it specifically looks at the cause-and-effect relationship between the training program and the increase in customer satisfaction. It will help determine if the training program was the sole cause of the increase or if there were other factors that contributed to it. The other evaluation approaches listed (formative, summative, descriptive) may provide some information on the effectiveness of the training program, but they do not directly address the question of causality.

Question 5

For the variable of organizational results,which of the following questions 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

Option A is the only question related to organizational results, specifically turnover rate, which can be measured and analyzed to determine the impact of training on the organization. Options B and C are related to individual performance and knowledge, respectively, and Option D is related to participant satisfaction with the training program. While participant satisfaction is important, it does not directly measure organizational results.

Question 6

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 7

The COMA evaluation model suggests measurement of variables that fall into four categories rather than relying only on declarative and reaction learning outcomes.Which of the following is NOT one of those four categories A)cognitive variables B)organizational payoff variables C)motivation variables D)attitudes variables

Accepted Answer

The four categories in the COMA evaluation model are cognitive variables, motivation variables, attitudes variables, and behavioral variables. There is no category for organizational payoff variables.

Question 8

Which two types of "reaction measures" have received the most attention in the literature
A)descriptive and causal
B)perceived and anticipated
C)declarative and procedural
D)affective and utility

Accepted Answer

Affective measures (measuring emotional responses) and utility measures (measuring practicality, usefulness, or monetary value) have received the most attention in the literature as these two types tend to be most relevant in predicting behavior.

Question 9

You are putting together a short report addressing why many training programs are poorly evaluated by organizations beyond Kirkpatrick's "level one." Which of the following is NOT likely to be in your report A)most training managers have been trained on how to properly evaluate programs and senior management often request it B)management does not request training evaluation and does not provide funding for it C)trainers and human resource departments (HR) may not be interested in the results, as outcomes may reflect poorly on the HR department D)lack of time for training evaluation

Accepted Answer

Choice A suggests that most training managers have been trained on how to properly evaluate programs, and senior management often requests it. This statement does not explain why many training programs are poorly evaluated beyond level one, but instead suggests that training managers are knowledgeable and understand the importance of evaluating training programs. Therefore, it is not likely to be included in a report addressing the reasons for poor training program evaluations.

Question 10

Immediate post-training questionnaire measures remain very popular with trainers.Which of the following is NOT a reason for this popularity A)they are easy to collect and analyze, and are easily understood by managers and employees B)they provide trainers with immediate feedback C)they are an easy and convenient mechanism for measuring levels 1, 2, and 3 of the Kirkpatrick evaluation model D)they are an easy and convenient mechanism for measuring affective trainee reactions

Accepted Answer

Immediate post-training questionnaires mainly measure Level 1 in the Kirkpatrick evaluation model, which is trainee reactions. They may also provide some insight into Level 2 (learning) and Level 3 (behavior change), but they are not enough to fully measure those levels. Therefore, it is not accurate to say they are an easy and convenient mechanism for measuring all three levels.

Question 11

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

Option D is not a criticism of Kirkpatrick's hierarchical evaluation model. Instead, it highlights the model's strength in providing a straightforward framework for evaluating training. A, B and C are criticisms of the model.

Question 12

Which training evaluation model is dominant 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 hierarchical model is the most widely used and recognized training evaluation model in both research and practical experience. It consists of four levels: reaction, learning, behavior, and results. It provides a comprehensive approach to evaluating training programs and assessing their effectiveness in terms of meeting objectives and producing desired outcomes.

Question 13

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
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

It is important for the management to focus on specific behaviours displayed by the trainees in order to accurately measure the post-training behaviour changes. This will help in identifying the areas in which the trainees have improved and where they may need further training. Additionally, giving clear instructions and guidelines to the management on what specific behaviours to observe can help increase the reliability and validity of the observation method. Limiting contact with trainees may not be practical, but it is important for the management to avoid any bias or influence on the trainees during the observation period. Allowing management to use judgment in rating performance may result in inconsistent and subjective ratings. Focusing on general behaviours may not be enough to accurately capture the changes in behaviour.

Question 14

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

Accepted Answer

The two broad categories of barriers to training evaluation are pragmatic and political. Pragmatic barriers include lack of time, resources, or skills to conduct evaluation, while political barriers can include resistance from stakeholders or a lack of support from leadership. The other options refer to specific models or types of evaluation, and do not represent the broad categories of barriers.

Question 15

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

Accepted Answer

Observations, production data, and self-reports are all basic approaches for measuring post-training behavior. Focus groups, on the other hand, are a technique for gathering qualitative data and insights about participants' experiences, perceptions, and attitudes. While focus groups can provide valuable feedback, they are not typically used as the sole method for measuring changes in behavior following a training program.

Question 16

Your company has just spent $100 000 on a new training program for new employees.You have been asked to calculate the return on investment on this new training program.Which level of Kirkpatrick's general model would you use to inform your answer
A)Level 1
B)Level 5
C)Level 4
D)Level 3

Accepted Answer

The answer of Your company has just spent $100 000...

Question 17

According to the textbook,which of the following statements is NOT correct when looking at the meaning and purpose of training evaluation processes A)diagnose the strengths and weakness of a program and pinpoint needed improvements B)use 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 help ascertain which program or training technique is most cost-effective D)determine if the training program has given trainees full top management support via objective metrics

Accepted Answer

The training evaluation process is not designed to determine if the training program has given trainees full top management support via objective metrics. Its purpose is to diagnose strengths and weaknesses of the program, justify and reinforce the value and credibility of the training function to the organization, and determine cost benefits of a program to ascertain which program or training technique is most cost-effective.

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)DBE is much less complex than both COMA and Kirkpatrick's model.

Accepted Answer

The key advantage of the DBE model over the other two models is that it allows the program evaluator to modify the variables to be used in the evaluation process to meet specific situations. This flexibility makes it a more adaptable and customizable model compared to the other models. Option A is not necessarily true as empirical evidence supports all three models to varying degrees. Option B is not correct as the other models also provide specific variables to be used. Option D is not true as DBE is not necessarily less complex than the other models.

Question 19

Carlos,an instructor at a local university,wants to measure the effectiveness of his training sessions in terms of payoffs for his employer.Which of the following evaluation methods would you recommend to Carlos
A)transfer of training climate evaluation method
B)Kirkpatrick's evaluation scheme, level 1
C)summative evaluation method
D)reaction-based evaluation method

Accepted Answer

The summative evaluation method is designed to assess the effectiveness and outcomes of a training program, including its impact on the organization, making it suitable for measuring payoffs for the employer.

Question 20

Which of the following is considered to be a political barrier to training evaluation
A)senior management may not be stressing the need for training programs to be evaluated against goals and objectives
B)to take resources away to conduct evaluations may be seen as counterproductive
C)proper assessment of a training program requires the use of two precious commodities: time and money
D)taking on the training evaluation task requires knowledge of evaluation models, research design, measurement, questionnaire construction, and data analysis

Accepted Answer

The answer of Which of the following is considered to...

Quiz 11: Training Evaluation

Which type of learning measure is associated with positive training transfer

Which of the following statements is NOT congruent with conclusions in theChapter-opening vignette on Bell Canada

Which of the following statements best describes the state of training evaluation in Canada according to the Conference Board of Canada

For the variable of organizational results,which of the following questions is typical of one used in a training evaluation survey

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

The COMA evaluation model suggests measurement of variables that fall into four categories rather than relying only on declarative and reaction learning outcomes.Which of the following is NOT one of those four categories

Which two types of "reaction measures" have received the most attention in the literature

You are putting together a short report addressing why many training programs are poorly evaluated by organizations beyond Kirkpatrick's "level one." Which of the following is NOT likely to be in your report

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

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

Which training evaluation model is dominant in both research and practical experience

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

What are the two broad categories of barriers to training evaluation

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

Your company has just spent $100 000 on a new training program for new employees.You have been asked to calculate the return on investment on this new training program.Which level of Kirkpatrick's general model would you use to inform your answer

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

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

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

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