Question 1

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  True

Question 2

A socially desirable response is

Accepted Answer

A)  Telling the researcher your true feelings 
B)  Telling the researcher the truth 
C)  Telling the researcher what you think they want to hear 
D)  Telling the research an answer in sociological terms 
A)  Telling the researcher your true feelings 
B)  Telling the researcher the truth 
C)  Telling the researcher what you think they want to hear 
D)  Telling the research an answer in sociological terms C

Question 3

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 A

Question 4

Trainee reaction to a training program is:

Accepted Answer

A)  critical - if they don't like it, they can't learn 
B)  limited because it does not tell us if the program met its objective 
C)  in most cases, the only evaluation method that can be accomplished 
D)  the only level of evaluation worth doing 
A)  critical - if they don't like it, they can't learn 
B)  limited because it does not tell us if the program met its objective 
C)  in most cases, the only evaluation method that can be accomplished 
D)  the only level of evaluation worth doing

Question 5

The Kraiger,Ford & Salas evaluation model uses all of the following classifications of learning outcomes except:

Accepted Answer

A)  Cognitive 
B)  Intuitive 
C)  Skill based 
D)  Affective 
A)  Cognitive 
B)  Intuitive 
C)  Skill based 
D)  Affective

Question 6

Ideally,the control group and the training group have:

Accepted Answer

A)  A lot in common 
B)  The same scores before training 
C)  The same supervisors 
D)  The exact same job description 
A)  A lot in common 
B)  The same scores before training 
C)  The same supervisors 
D)  The exact same job description

Question 7

Informed consent:

Accepted Answer

A)  Informs participants about any risks 
B)  Must be obtained before any training is done 
C)  Is completed at time of hire for all employees 
D)  Is never needed 
A)  Informs participants about any risks 
B)  Must be obtained before any training is done 
C)  Is completed at time of hire for all employees 
D)  Is never needed

Question 8

A control group is:

Accepted Answer

A)  a second group of trainees 
B)  of no value in helping us evaluate training programs 
C)  often critical to determining whether changes were due to a training program rather than some other factor 
D)  an added cost that is generally too expensive 
A)  a second group of trainees 
B)  of no value in helping us evaluate training programs 
C)  often critical to determining whether changes were due to a training program rather than some other factor 
D)  an added cost that is generally too expensive

Question 9

Donald Kirkpatrick described which of the following four training evaluation criteria?

Accepted Answer

A)  reaction, learning, job behavior, modification 
B)  reaction , learning, job behavior and results 
C)  context, input, process and product 
D)  context, input, process and modification 
A)  reaction, learning, job behavior, modification 
B)  reaction , learning, job behavior and results 
C)  context, input, process and product 
D)  context, input, process and modification

Question 10

When collecting data which of the following issues is not important?

Accepted Answer

A)  Reliability 
B)  Validity 
C)  Effectiveness 
D)  Practicality 
A)  Reliability 
B)  Validity 
C)  Effectiveness 
D)  Practicality

Question 11

According to Chris Bones:

Accepted Answer

A)  Evaluating what you know works is a waste of time 
B)  Only evaluate if you are forced to do it 
C)  Evaluation is too costly to bother with 
D)  If you can't see results stop it 
A)  Evaluating what you know works is a waste of time 
B)  Only evaluate if you are forced to do it 
C)  Evaluation is too costly to bother with 
D)  If you can't see results stop it

Question 12

A control group is a group of people of the same age as the trainees.

Accepted Answer

A) True 
 B)False

Question 13

The most popular and influential framework for evaluating training was developed by:

Accepted Answer

A)  Goldstein 
B)  Kirkpatrick 
C)  Phillips 
D)  Brinkerhoff 
A)  Goldstein 
B)  Kirkpatrick 
C)  Phillips 
D)  Brinkerhoff

Question 14

A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity".

Accepted Answer

A) True 
 B)False

Question 15

A control group is just a second group of trainees

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is NOT an example of indirect training program costs?

Accepted Answer

A)  instructor preparation 
B)  administrative support 
C)  course materials 
D)  all of the above are examples of indirect costs 
A)  instructor preparation 
B)  administrative support 
C)  course materials 
D)  all of the above are examples of indirect costs

Question 18

Internal validity can be affected by all of the following,except:

Accepted Answer

A)  History 
B)  Maturation 
C)  Differential selection 
D)  Statistical abnormality 
A)  History 
B)  Maturation 
C)  Differential selection 
D)  Statistical abnormality

Question 19

Why is it a good idea to randomly assign people to the training group and the control group?

Accepted Answer

A)  it is the easiest way to select equivalent groups 
B)  it is the easiest way to measure both pre and post training 
C)  it guarantees that training evaluation will be believed by management 
D)  it allows us to assume that attitude toward training is positive for all trainees 
A)  it is the easiest way to select equivalent groups 
B)  it is the easiest way to measure both pre and post training 
C)  it guarantees that training evaluation will be believed by management 
D)  it allows us to assume that attitude toward training is positive for all trainees

Question 20

A case study involves training followed by post training measurement.

Accepted Answer

A) True 
 B)False

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

A socially desirable response is

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

Trainee reaction to a training program is:

The Kraiger,Ford & Salas evaluation model uses all of the following classifications of learning outcomes except:

Ideally,the control group and the training group have:

Informed consent:

A control group is:

Donald Kirkpatrick described which of the following four training evaluation criteria?

When collecting data which of the following issues is not important?

According to Chris Bones:

A control group is a group of people of the same age as the trainees.

The most popular and influential framework for evaluating training was developed by:

A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity".

A control group is just a second group of trainees

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

Which of the following is NOT an example of indirect training program costs?

Internal validity can be affected by all of the following,except:

Why is it a good idea to randomly assign people to the training group and the control group?

A case study involves training followed by post training measurement.

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective HRD Programs

Implementing HRD Programs

Employee Socialization and Orientation

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

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Exam 7: Evaluating HRD Programs

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

A socially desirable response is

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

Trainee reaction to a training program is:

The Kraiger,Ford & Salas evaluation model uses all of the following classifications of learning outcomes except:

Ideally,the control group and the training group have:

Informed consent:

A control group is:

Donald Kirkpatrick described which of the following four training evaluation criteria?

When collecting data which of the following issues is not important?

According to Chris Bones:

A control group is a group of people of the same age as the trainees.

The most popular and influential framework for evaluating training was developed by:

A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity".

A control group is just a second group of trainees

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

Which of the following is NOT an example of indirect training program costs?

Internal validity can be affected by all of the following,except:

Why is it a good idea to randomly assign people to the training group and the control group?

A case study involves training followed by post training measurement.

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective HRD Programs

Implementing HRD Programs

Employee Socialization and Orientation

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