Question 1

When writing a questionnaire you should limit the number of response options.

Accepted Answer

A) True 
 B)False

Question 2

According to Nickols each of Kirkpatrick's levels is of similar importance to all stakeholder groups.

Accepted Answer

A) True 
 B)False

Question 3

Recent efforts to combine data from different research studies are known as:

Accepted Answer

A) macro-analysis 
B) meta-analysis 
C) combined analysis 
D) collaborative analysis 
A) macro-analysis 
B) meta-analysis 
C) combined analysis 
D) collaborative analysis

Question 4

Internal validity deals with the question - could something besides the training program have caused the observed change to occur.

Accepted Answer

A) True 
 B)False

Question 5

Validity asks the question:

Accepted Answer

A) Does the information evaluate a trainees reaction 
B) Is the measure consistent 
C) Does the data measure what it is supposed to measure 
D) Is the data legal 
A) Does the information evaluate a trainees reaction 
B) Is the measure consistent 
C) Does the data measure what it is supposed to measure 
D) Is the data legal

Question 6

Questionnaires are often used for evaluation because:

Accepted Answer

A) trainees like to fill them out 
B) they can be completed and analyzed quickly 
C) they are very interactive 
D) they measure all 4 levels quickly and easily 
A) trainees like to fill them out 
B) they can be completed and analyzed quickly 
C) they are very interactive 
D) they measure all 4 levels quickly and easily

Question 7

To control costs while increasing statistical power Yang et. al. recommend

Accepted Answer

A) Training more people 
B) Placing more people in the control group 
C) Faking your results 
D) None of the above 
A) Training more people 
B) Placing more people in the control group 
C) Faking your results 
D) None of the above

Question 8

A proposed modification to Kirkpatrick's evaluation model is to add a fifth level beyond results to include ROI.

Accepted Answer

A) True 
 B)False

Question 9

According to Zenger and Hargis HRD should be also be evaluated because:

Accepted Answer

A) Senior managers want this information and HRD budgets may be cut if it is not developed effectively. 
B) Senior managers usually don't care - but line supervisors do care 
C) It usually impact the trainer's bonus 
D) Trainees need to know whether or not the program was effective. 
A) Senior managers want this information and HRD budgets may be cut if it is not developed effectively. 
B) Senior managers usually don't care - but line supervisors do care 
C) It usually impact the trainer's bonus 
D) Trainees need to know whether or not the program was effective.

Question 10

All of the following are guidelines for writing effective questionnaires except:

Accepted Answer

A) Combine several ideas into one question to save on paper 
B) Use clear and simple questions 
C) Limit the number of response options 
D) Match the mode of the response to the question 
A) Combine several ideas into one question to save on paper 
B) Use clear and simple questions 
C) Limit the number of response options 
D) Match the mode of the response to the question

Question 11

Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists.

Accepted Answer

A) True 
 B)False

Question 12

Relational research typically involves the use of what type of statistical measurement?

Accepted Answer

A) Regression 
B) Correlation 
C) A t-test 
D) A z-test 
A) Regression 
B) Correlation 
C) A t-test 
D) A z-test

Question 13

Differential selection refers to:

Accepted Answer

A) Gaining job experience 
B) The effect of a pretest on a posttest score 
C) Differential loss of respondents from various groups 
D) Using different procedures to select individuals for experimental and control groups 
A) Gaining job experience 
B) The effect of a pretest on a posttest score 
C) Differential loss of respondents from various groups 
D) Using different procedures to select individuals for experimental and control groups

Question 14

Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation.

Accepted Answer

A) reliability 
B) validity 
C) provability 
D) practicality 
A) reliability 
B) validity 
C) provability 
D) practicality

Question 15

Based on ASTD surveys about evaluating training programs which of the following is true?

Accepted Answer

A) Over 90% of companies surveyed conduct some form of evaluation 
B) Only about 10% of companies surveyed conduct some form of evaluation 
C) Results are the most commonly used method of evaluating training 
D) Reactions are almost never evaluated 
A) Over 90% of companies surveyed conduct some form of evaluation 
B) Only about 10% of companies surveyed conduct some form of evaluation 
C) Results are the most commonly used method of evaluating training 
D) Reactions are almost never evaluated

Question 16

External validity means you are comparing your results to those of similar size organizations.

Accepted Answer

A) True 
 B)False

Question 17

Practicality of a measure deals with:

Accepted Answer

A) Is it consistent 
B) Does it measure what it is supposed to measure 
C) Is it legal 
D) Is there sufficient time, money and resources for this evaluation method 
A) Is it consistent 
B) Does it measure what it is supposed to measure 
C) Is it legal 
D) Is there sufficient time, money and resources for this evaluation method

Question 18

A quasi-experimental research design could be:

Accepted Answer

A) A non equivalent control group 
B) A time series 
C) A pre post test 
D) Both A and B are quasi-experimental designs 
A) A non equivalent control group 
B) A time series 
C) A pre post test 
D) Both A and B are quasi-experimental designs

Question 19

History means that unrelated events occur during the training process that influence the training measurements.

Accepted Answer

A) True 
 B)False

Question 20

A cost-benefit analysis compares:

Accepted Answer

A) The benefits of one program to those of another one 
B) The cost of training to its benefits 
C) The costs of two different HRD programs 
D) Actually - any two numbers you want to use would work 
A) The benefits of one program to those of another one 
B) The cost of training to its benefits 
C) The costs of two different HRD programs 
D) Actually - any two numbers you want to use would work

When writing a questionnaire you should limit the number of response options.

According to Nickols each of Kirkpatrick's levels is of similar importance to all stakeholder groups.

Recent efforts to combine data from different research studies are known as:

Internal validity deals with the question - could something besides the training program have caused the observed change to occur.

Validity asks the question:

Questionnaires are often used for evaluation because:

To control costs while increasing statistical power Yang et. al. recommend

A proposed modification to Kirkpatrick's evaluation model is to add a fifth level beyond results to include ROI.

According to Zenger and Hargis HRD should be also be evaluated because:

All of the following are guidelines for writing effective questionnaires except:

Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists.

Relational research typically involves the use of what type of statistical measurement?

Differential selection refers to:

Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation.

Based on ASTD surveys about evaluating training programs which of the following is true?

External validity means you are comparing your results to those of similar size organizations.

Practicality of a measure deals with:

A quasi-experimental research design could be:

History means that unrelated events occur during the training process that influence the training measurements.

A cost-benefit analysis compares:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Implementing HRD Programs

Designing Effective HRD Programs

Employee Socialization and Orientation

HRD and Diversity: Diversity Training and Beyond

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

Organization Development and Change

HRD and Diversity: Diversity Training and Beyond

Filters

Exam 7: Evaluating HRD Programs

When writing a questionnaire you should limit the number of response options.

According to Nickols each of Kirkpatrick's levels is of similar importance to all stakeholder groups.

Recent efforts to combine data from different research studies are known as:

Internal validity deals with the question - could something besides the training program have caused the observed change to occur.

Validity asks the question:

Questionnaires are often used for evaluation because:

To control costs while increasing statistical power Yang et. al. recommend

A proposed modification to Kirkpatrick's evaluation model is to add a fifth level beyond results to include ROI.

According to Zenger and Hargis HRD should be also be evaluated because:

All of the following are guidelines for writing effective questionnaires except:

Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists.

Relational research typically involves the use of what type of statistical measurement?

Differential selection refers to:

Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation.

Based on ASTD surveys about evaluating training programs which of the following is true?

External validity means you are comparing your results to those of similar size organizations.

Practicality of a measure deals with:

A quasi-experimental research design could be:

History means that unrelated events occur during the training process that influence the training measurements.

A cost-benefit analysis compares:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Implementing HRD Programs

Designing Effective HRD Programs

Employee Socialization and Orientation

HRD and Diversity: Diversity Training and Beyond

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

Organization Development and Change

HRD and Diversity: Diversity Training and Beyond

Filters