Exam 10: Training Evaluation

Why would management be interested in a revision of Kirkpatrick's model that includes a fifth element, and are there situations when calculating a return on a training investment is not practical?

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Question 1

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Students would address issues of ROI, and management's concerns with using investments in such a way as to maximize ROI. Further discussion should occur around implementing programs even if ROI is marginal. Yes, there are situations when a ROI calculation is simply not practical as data may not be available, and/or stakeholders may implement a program notwithstanding an ROI metric that may appear poor.

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

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Question 2

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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?

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Question 3

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Prior to 2008, the majority (three-quarters or more) of organizations conducted evaluations. Starting in 2008 and thereafter that proportion increased to 90 percent.

(True/False)

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Question 4

What is the Internal Referencing Strategy (IRS) and how does it work? Be clear about how it is used to evaluate a training program.

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Question 5

The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.

(True/False)

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Question 6

Studies of training professionals show the more sophisticated training evaluations are rarely used because they are perceived to be too complicated to implement, take too long to design, and simply cost too much money.

(True/False)

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Question 7

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

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Question 8

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?

(Multiple Choice)

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Question 9

The measurement of a training program's ability to meet managerial expectations is called soft data.

(True/False)

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Question 10

The COMA model is intended principally for conducting summative evaluations.

(True/False)

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Question 11

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?

(Multiple Choice)

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Question 12

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

(Multiple Choice)

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Question 13

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

(Multiple Choice)

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Question 14

Formative evaluations provide data about the worthiness or effectiveness of a training program.

(True/False)

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Question 15

Which statement reflects the concept of perceived support?

(Multiple Choice)

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Question 16

What training evaluation design is used in the Internal Referencing Strategy model?

(Multiple Choice)

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Question 17

A question such as "Has the training program resulted in payoffs for the organization?" is typically associated with summative evaluations.

(True/False)

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Question 18

Compare and contrast the concepts of perceived support and anticipated support.

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Question 19

J. Bruce Tracey, Scott Tannenbaum, and Michael Kavanagh proposed a scale to measure which of the following organizational issues?

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Question 20

Showing 1 - 20 of 68

Why would management be interested in a revision of Kirkpatrick's model that includes a fifth element, and are there situations when calculating a return on a training investment is not practical?

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

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?

Prior to 2008, the majority (three-quarters or more) of organizations conducted evaluations. Starting in 2008 and thereafter that proportion increased to 90 percent.

What is the Internal Referencing Strategy (IRS) and how does it work? Be clear about how it is used to evaluate a training program.

The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.

Studies of training professionals show the more sophisticated training evaluations are rarely used because they are perceived to be too complicated to implement, take too long to design, and simply cost too much money.

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

The measurement of a training program's ability to meet managerial expectations is called soft data.

The COMA model is intended principally for conducting summative evaluations.

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?

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 considered to be a political barrier to training evaluation?

Formative evaluations provide data about the worthiness or effectiveness of a training program.

Which statement reflects the concept of perceived support?

What training evaluation design is used in the Internal Referencing Strategy model?

A question such as "Has the training program resulted in payoffs for the organization?" is typically associated with summative evaluations.

Compare and contrast the concepts of perceived support and anticipated support.

J. Bruce Tracey, Scott Tannenbaum, and Michael Kavanagh proposed a scale to measure which of the following organizational issues?

The Training and Development Process

Learning and Motivation

The Needs Analysis Process

Training Design

Off The Job Training Methods

On The Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Costs and Benefits

Training Programs

Management and Leadership Development

The Evolution and Future of Training and Development

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