Question 1

The overall goal of training evaluation is to measure what criterion?

Accepted Answer

A)  organizational results and reduced costs 
B)  behavioural changes and transfer of learning 
C)  the value added to the organization and its employees 
D)  employee perceptions and attitudes towards safety 
A)  organizational results and reduced costs 
B)  behavioural changes and transfer of learning 
C)  the value added to the organization and its employees 
D)  employee perceptions and attitudes towards safety

Question 2

Evaluation of procedural understanding provides evidence that trainees have acquired understanding in regards to what aspect of job-related knowledge or skills?

Accepted Answer

A)  when to use new knowledge/skills 
B)  where to use new knowledge/skills 
C)  how to use new knowledge/skills 
D)  why they should use new knowledge/skills 
A)  when to use new knowledge/skills 
B)  where to use new knowledge/skills 
C)  how to use new knowledge/skills 
D)  why they should use new knowledge/skills

Question 3

According to Kirkpatrick's hierarchical training evaluation model, four measures provide insight into the effectiveness of a training program, with succeeding levels providing increasingly important information. What is the correct order of this hierarchy?

Accepted Answer

A)  learn the material, positive reactions, apply learning to workplace, positive organizational outcomes 
B)  positive reactions, learn the material, apply learning to workplace, positive organizational outcomes 
C)  learn the material, positive organizational outcomes, apply learning to workplace, positive reactions 
D)  positive reactions, learn the material, positive organizational outcomes, apply learning to workplace 
A)  learn the material, positive reactions, apply learning to workplace, positive organizational outcomes 
B)  positive reactions, learn the material, apply learning to workplace, positive organizational outcomes 
C)  learn the material, positive organizational outcomes, apply learning to workplace, positive reactions 
D)  positive reactions, learn the material, positive organizational outcomes, apply learning to workplace

Question 4

What is the second question that needs to be answered after the training objectives have been established?

Accepted Answer

A)  Where will the training take place? 
B)  Who will deliver the training? 
C)  What is the appropriate content for the training? 
D)  Will the training program be designed or purchased? 
A)  Where will the training take place? 
B)  Who will deliver the training? 
C)  What is the appropriate content for the training? 
D)  Will the training program be designed or purchased?

Question 5

A good training provider will be willing to do what for an organization in order to meet their training objectives?

Accepted Answer

A)  cut their price 
B)  customize their program 
C)  deliver the program off-site or on-site 
D)  provide references from other organizations 
A)  cut their price 
B)  customize their program 
C)  deliver the program off-site or on-site 
D)  provide references from other organizations

Question 6

What is the minimum level of education needed for trainees to use, and organizations to benefit from, computer-based instruction?

Accepted Answer

A)  elementary school level 
B)  high school level 
C)  community college level 
D)  university level 
A)  elementary school level 
B)  high school level 
C)  community college level 
D)  university level

Question 7

Self-reported measures of occupational events and injuries provide valid evaluation information.

Accepted Answer

A) True 
 B)False

Question 8

Effective training is the first line of defense in protecting workers from workplace hazards.

Accepted Answer

A) True 
 B)False

Question 9

Why is the distribution of data concerning major incidents and fatalities skewed rather than normally distributed, making it difficult to use this to assess training effectiveness?

Accepted Answer

A)  more reporting of minor rather than major incidents 
B)  major accidents and fatalities are relatively rare 
C)  distinct differences between how occupational injuries are defined 
D)  underrepresentation of subsequent time lost due to an earlier injury 
A)  more reporting of minor rather than major incidents 
B)  major accidents and fatalities are relatively rare 
C)  distinct differences between how occupational injuries are defined 
D)  underrepresentation of subsequent time lost due to an earlier injury

Question 10

Even before the training begins, what type of trainee reaction can you start assessing?

Accepted Answer

A)  affective reaction 
B)  behavioural reaction 
C)  utility-based reaction 
D)  economic reaction 
A)  affective reaction 
B)  behavioural reaction 
C)  utility-based reaction 
D)  economic reaction

Question 11

What information would improve the validity of incident measures of training effectiveness?

Accepted Answer

A)  inclusion of data for close calls 
B)  exclusion of data for close calls 
C)  segregation data by type of worker 
D)  segregation of data by type of job 
A)  inclusion of data for close calls 
B)  exclusion of data for close calls 
C)  segregation data by type of worker 
D)  segregation of data by type of job

Question 12

What is the main reason for putting current workers through a train-the-trainer program, rather than hiring professional trainers?

Accepted Answer

A)  other workers find them engaging 
B)  they are cheaper than professional trainers 
C)  they have experience-based knowledge 
D)  it helps to keep company procedures private 
A)  other workers find them engaging 
B)  they are cheaper than professional trainers 
C)  they have experience-based knowledge 
D)  it helps to keep company procedures private

Question 13

How might an OHS training program evaluator assess on-the-job behavioural change following a training program?

Accepted Answer

A)  ask the trainees whether they found the training useful 
B)  test the trainees on the content of the training session 
C)  observe changes in the organization's lost-time injury rates 
D)  have trainees or supervisors complete a behavioural inventory 
A)  ask the trainees whether they found the training useful 
B)  test the trainees on the content of the training session 
C)  observe changes in the organization's lost-time injury rates 
D)  have trainees or supervisors complete a behavioural inventory

Question 14

Which of the following sayings aligns with the defining characteristic of social learning theory?

Accepted Answer

A)  monkey see, monkey do 
B)  practice makes perfect 
C)  nothing ventured, nothing gained 
D)  a happy worker is a productive worker 
A)  monkey see, monkey do 
B)  practice makes perfect 
C)  nothing ventured, nothing gained 
D)  a happy worker is a productive worker

Question 15

What common individual needs assessment technique would work best for isolating whether training should focus on knowledge, rather than skills?

Accepted Answer

A)  past observations of the worker at work 
B)  bringing the worker in to do a work sample 
C)  having them take an online/pen and paper test 
D)  observing a group of their peers 
A)  past observations of the worker at work 
B)  bringing the worker in to do a work sample 
C)  having them take an online/pen and paper test 
D)  observing a group of their peers

The overall goal of training evaluation is to measure what criterion?

Evaluation of procedural understanding provides evidence that trainees have acquired understanding in regards to what aspect of job-related knowledge or skills?

According to Kirkpatrick's hierarchical training evaluation model, four measures provide insight into the effectiveness of a training program, with succeeding levels providing increasingly important information. What is the correct order of this hierarchy?

What is the second question that needs to be answered after the training objectives have been established?

A good training provider will be willing to do what for an organization in order to meet their training objectives?

What is the minimum level of education needed for trainees to use, and organizations to benefit from, computer-based instruction?

Self-reported measures of occupational events and injuries provide valid evaluation information.

Effective training is the first line of defense in protecting workers from workplace hazards.

Why is the distribution of data concerning major incidents and fatalities skewed rather than normally distributed, making it difficult to use this to assess training effectiveness?

Even before the training begins, what type of trainee reaction can you start assessing?

What information would improve the validity of incident measures of training effectiveness?

What is the main reason for putting current workers through a train-the-trainer program, rather than hiring professional trainers?

How might an OHS training program evaluator assess on-the-job behavioural change following a training program?

Which of the following sayings aligns with the defining characteristic of social learning theory?

What common individual needs assessment technique would work best for isolating whether training should focus on knowledge, rather than skills?

Introduction

Legislative Framework

Workers Compensation

Hazard Recognition, Assessment, and Control

Physical Agents

Chemical and Biological Agents

Psychosocial Hazards

Workplace Violence

Motivating Safety Behaviour at Work

Emergency Planning

Incident Investigation

Disability Management and Return to Work

Workplace Wellness: Workfamily and Health Promotion Programs

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Exam 9: Training

The overall goal of training evaluation is to measure what criterion?

Evaluation of procedural understanding provides evidence that trainees have acquired understanding in regards to what aspect of job-related knowledge or skills?

According to Kirkpatrick's hierarchical training evaluation model, four measures provide insight into the effectiveness of a training program, with succeeding levels providing increasingly important information. What is the correct order of this hierarchy?

What is the second question that needs to be answered after the training objectives have been established?

A good training provider will be willing to do what for an organization in order to meet their training objectives?

What is the minimum level of education needed for trainees to use, and organizations to benefit from, computer-based instruction?

Self-reported measures of occupational events and injuries provide valid evaluation information.

Effective training is the first line of defense in protecting workers from workplace hazards.

Why is the distribution of data concerning major incidents and fatalities skewed rather than normally distributed, making it difficult to use this to assess training effectiveness?

Even before the training begins, what type of trainee reaction can you start assessing?

What information would improve the validity of incident measures of training effectiveness?

What is the main reason for putting current workers through a train-the-trainer program, rather than hiring professional trainers?

How might an OHS training program evaluator assess on-the-job behavioural change following a training program?

Which of the following sayings aligns with the defining characteristic of social learning theory?

What common individual needs assessment technique would work best for isolating whether training should focus on knowledge, rather than skills?

Introduction

Legislative Framework

Workers Compensation

Hazard Recognition, Assessment, and Control

Physical Agents

Chemical and Biological Agents

Psychosocial Hazards

Workplace Violence

Motivating Safety Behaviour at Work

Emergency Planning

Incident Investigation

Disability Management and Return to Work

Workplace Wellness: Workfamily and Health Promotion Programs

Filters