Question 1

Confidentiality in training evaluation is:

Accepted Answer

A)  not important - the trainees work for the organization already 
B)  up to the trainer - they should not discuss what they find out during training 
C)  a good reason not to evaluate a training program 
D)  assured by using code numbers, rather than names, to identify trainees 
A)  not important - the trainees work for the organization already 
B)  up to the trainer - they should not discuss what they find out during training 
C)  a good reason not to evaluate a training program 
D)  assured by using code numbers, rather than names, to identify trainees

Question 2

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 3

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 4

ROI stands for results of inventory.:

Accepted Answer

A) True 
 B)False

Question 5

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 6

A pre/post comparison is used to evaluate learning so that:

Accepted Answer

A)  we know how much change took place during the program 
B)  we can calculate a t-test to get nice-looking statistics 
C)  we can compare the trained group to the control group 
D)  we know where the group was at the start 
A)  we know how much change took place during the program 
B)  we can calculate a t-test to get nice-looking statistics 
C)  we can compare the trained group to the control group 
D)  we know where the group was at the start

Question 7

Utility analysis is easy for trainers to calculate

Accepted Answer

A) True 
 B)False

Question 8

Ideally,the control group and the training group have the same scores before training

Accepted Answer

A) True 
 B)False

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

The most commonly used type of data in HR evaluation is:

Accepted Answer

A)  self-report data 
B)  return on investment 
C)  customer satisfaction surveys 
D)  organizational report data 
A)  self-report data 
B)  return on investment 
C)  customer satisfaction surveys 
D)  organizational report data

Question 11

According to the text what is true about experimental design evaluations:

Accepted Answer

A)  They are easy to use in almost any organization 
B)  They are cheaper to do than case studies 
C)  They should be the only method used for evaluating HRD programs 
D)  They are difficult to use due to organizational constraints 
A)  They are easy to use in almost any organization 
B)  They are cheaper to do than case studies 
C)  They should be the only method used for evaluating HRD programs 
D)  They are difficult to use due to organizational constraints

Question 12

Confidentiality in training evaluation is not important - the trainees work for the organization already.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is not a purpose of training evaluation?

Accepted Answer

A)  deciding who should participate in future programs 
B)  helping to design future training programs 
C)  establishing a data base for management 
D)  all of the above are purposes of training evaluation 
A)  deciding who should participate in future programs 
B)  helping to design future training programs 
C)  establishing a data base for management 
D)  all of the above are purposes of training evaluation

Question 14

In order to effectively evaluate a training program the specific objectives of the program must be known?

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is not a common type of data collected for evaluation?

Accepted Answer

A)  Plant data 
B)  Economic data 
C)  Systemwide data 
D)  Individual performance data 
A)  Plant data 
B)  Economic data 
C)  Systemwide data 
D)  Individual performance data

Question 16

Which of the following is not a form of research design validity?

Accepted Answer

A)  Internal 
B)  External 
C)  Statistical conclusion 
D)  Statistical initial 
A)  Internal 
B)  External 
C)  Statistical conclusion 
D)  Statistical initial

Question 17

Learning should be measured at two time:: pre training and post training.

Accepted Answer

A) True 
 B)False

Question 18

A control group is just a second group of trainees

Accepted Answer

A) True 
 B)False

Question 19

Collecting data in a pretest and posttest design allows us to:

Accepted Answer

A)  Be certain the training caused any change 
B)  See what has changed after training 
C)  Develop the cost effectiveness of our training 
D)  Know whether or not we should revise the training design. 
A)  Be certain the training caused any change 
B)  See what has changed after training 
C)  Develop the cost effectiveness of our training 
D)  Know whether or not we should revise the training design.

Question 20

According to Goldstein training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process.

Accepted Answer

A) True 
 B)False

Confidentiality in training evaluation is:

Validity asks the question:

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

ROI stands for results of inventory.:

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

A pre/post comparison is used to evaluate learning so that:

Utility analysis is easy for trainers to calculate

Ideally,the control group and the training group have the same scores before training

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

The most commonly used type of data in HR evaluation is:

According to the text what is true about experimental design evaluations:

Confidentiality in training evaluation is not important - the trainees work for the organization already.

Which of the following is not a purpose of training evaluation?

In order to effectively evaluate a training program the specific objectives of the program must be known?

Which of the following is not a common type of data collected for evaluation?

Which of the following is not a form of research design validity?

Learning should be measured at two time:: pre training and post training.

A control group is just a second group of trainees

Collecting data in a pretest and posttest design allows us to:

According to Goldstein training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process.

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

Exam 7: Evaluating HRD Programs

Confidentiality in training evaluation is:

Validity asks the question:

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

ROI stands for results of inventory.:

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

A pre/post comparison is used to evaluate learning so that:

Utility analysis is easy for trainers to calculate

Ideally,the control group and the training group have the same scores before training

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

The most commonly used type of data in HR evaluation is:

According to the text what is true about experimental design evaluations:

Confidentiality in training evaluation is not important - the trainees work for the organization already.

Which of the following is not a purpose of training evaluation?

In order to effectively evaluate a training program the specific objectives of the program must be known?

Which of the following is not a common type of data collected for evaluation?

Which of the following is not a form of research design validity?

Learning should be measured at two time:: pre training and post training.

A control group is just a second group of trainees

Collecting data in a pretest and posttest design allows us to:

According to Goldstein training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process.

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