Question 1

_____ demonstrates to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Accepted Answer

A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Results 
D)  Return on investment (ROI) 
A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Results 
D)  Return on investment (ROI) B

Question 2

Results are more frequently examined than reactions.

Accepted Answer

A) True 
 B)False  False

Question 3

A reliable test includes items for which the meaning or interpretation does not change over time.

Accepted Answer

A) True 
 B)False  True

Question 4

Cognitive outcomes generally do not help determine how much trainees use training content on the job.

Accepted Answer

A) True 
 B)False

Question 5

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

Accepted Answer

A) True 
 B)False

Question 6

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

Accepted Answer

A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment 
A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment

Question 7

Evaluation designs without pre-test or comparison groups are most appropriate when _____.

Accepted Answer

A)  information regarding training effectiveness is not needed immediately 
B)  companies are interested in determining how much change has occurred 
C)  a company has a strong orientation toward evaluation 
D)  a company is only interested in whether trainees have achieved a certain proficiency level 
A)  information regarding training effectiveness is not needed immediately 
B)  companies are interested in determining how much change has occurred 
C)  a company has a strong orientation toward evaluation 
D)  a company is only interested in whether trainees have achieved a certain proficiency level

Question 8

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals before and after training is typically applying the _____ evaluation design.

Accepted Answer

A)  Solomon four-group 
B)  pre-test/post-test 
C)  return on investment 
D)  time series 
A)  Solomon four-group 
B)  pre-test/post-test 
C)  return on investment 
D)  time series

Question 9

_____ relate to trainees' attitudes toward training content and motivation to transfer.

Accepted Answer

A)  Reactions 
B)  Affective outcomes 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes 
A)  Reactions 
B)  Affective outcomes 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes

Question 10

Which of the following statements is true of Solomon four-group evaluation design?

Accepted Answer

A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  It is an evaluation design in which pre-training outcomes are completely ignored. 
C)  It combines both pre-test/post-test comparison group and post-test-only control group design. 
D)  Relative to the other evaluation designs, it is more economical and takes less time to conduct. 
A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  It is an evaluation design in which pre-training outcomes are completely ignored. 
C)  It combines both pre-test/post-test comparison group and post-test-only control group design. 
D)  Relative to the other evaluation designs, it is more economical and takes less time to conduct.

Question 11

If a firm measures its sales volume before and after a training program, which training outcome is it focused on?

Accepted Answer

A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Return on investment (ROI) 
D)  Results 
A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Return on investment (ROI) 
D)  Results

Question 12

Appropriate training outcomes need to discriminate. This means that _____.

Accepted Answer

A)  tests given to employees before and after a training program should differ 
B)  trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time 
C)  trainees' performance on the outcome should actually reflect true differences in performance 
D)  different employees should be given different tests for measuring their performance on the same outcome 
A)  tests given to employees before and after a training program should differ 
B)  trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time 
C)  trainees' performance on the outcome should actually reflect true differences in performance 
D)  different employees should be given different tests for measuring their performance on the same outcome

Question 13

_____ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible.

Accepted Answer

A)  Utility analysis 
B)  Success cases 
C)  Return on expectations (RO
E)  
D)  Outcome practicality 
A)  Utility analysis 
B)  Success cases 
C)  Return on expectations (RO
E)  
D)  Outcome practicality

Question 14

_____ refers to the ease with which training outcomes can be collected.

Accepted Answer

A)  Reliability 
B)  Practicality 
C)  Acceptability 
D)  Relevance 
A)  Reliability 
B)  Practicality 
C)  Acceptability 
D)  Relevance

Question 15

Pilot testing is more useful for formative evaluation than summative evaluation.

Accepted Answer

A) True 
 B)False

Question 16

_____ relate to whether trainees are using training content back on the job.

Accepted Answer

A)  Reactions 
B)  Learning 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes 
A)  Reactions 
B)  Learning 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes

Question 17

Which of the following is an affective learning outcome?

Accepted Answer

A)  Learners' satisfaction with training 
B)  Greater appreciation of diversity 
C)  Increased production 
D)  Reduced costs of production 
A)  Learners' satisfaction with training 
B)  Greater appreciation of diversity 
C)  Increased production 
D)  Reduced costs of production

Question 18

Describe three ways to minimize threats to validity.

Accepted Answer

There are three ways to minimize threats

Question 19

Return on investment (ROI) analysis is best suited for training programs that are _____.

Accepted Answer

A)  attended by few employees 
B)  inexpensive and have limited visibility 
C)  significant financial investments 
D)  one-time events 
A)  attended by few employees 
B)  inexpensive and have limited visibility 
C)  significant financial investments 
D)  one-time events

Question 20

Which of the following statements is true of random assignment?

Accepted Answer

A)  It assigns employees to a training program without considering their individual differences. 
B)  It results in an unequal distribution of individual characteristics such as age, gender, and motivation. 
C)  It increases the effects of employees dropping out of the study. 
D)  It increases the differences between the training group and comparison group. 
A)  It assigns employees to a training program without considering their individual differences. 
B)  It results in an unequal distribution of individual characteristics such as age, gender, and motivation. 
C)  It increases the effects of employees dropping out of the study. 
D)  It increases the differences between the training group and comparison group.

_____ demonstrates to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Results are more frequently examined than reactions.

A reliable test includes items for which the meaning or interpretation does not change over time.

Cognitive outcomes generally do not help determine how much trainees use training content on the job.

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

Evaluation designs without pre-test or comparison groups are most appropriate when _____.

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals before and after training is typically applying the _____ evaluation design.

_____ relate to trainees' attitudes toward training content and motivation to transfer.

Which of the following statements is true of Solomon four-group evaluation design?

If a firm measures its sales volume before and after a training program, which training outcome is it focused on?

Appropriate training outcomes need to discriminate. This means that _____.

_____ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible.

_____ refers to the ease with which training outcomes can be collected.

Pilot testing is more useful for formative evaluation than summative evaluation.

_____ relate to whether trainees are using training content back on the job.

Which of the following is an affective learning outcome?

Describe three ways to minimize threats to validity.

Return on investment (ROI) analysis is best suited for training programs that are _____.

Which of the following statements is true of random assignment?

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Traini

Filters

Exam 6: Training Evaluation

_____ demonstrates to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Results are more frequently examined than reactions.

A reliable test includes items for which the meaning or interpretation does not change over time.

Cognitive outcomes generally do not help determine how much trainees use training content on the job.

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

_____ refers to the process of collecting the outcomes needed to determine whether training is effective.

Evaluation designs without pre-test or comparison groups are most appropriate when _____.

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals before and after training is typically applying the _____ evaluation design.

_____ relate to trainees' attitudes toward training content and motivation to transfer.

Which of the following statements is true of Solomon four-group evaluation design?

If a firm measures its sales volume before and after a training program, which training outcome is it focused on?

Appropriate training outcomes need to discriminate. This means that _____.

_____ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible.

_____ refers to the ease with which training outcomes can be collected.

Pilot testing is more useful for formative evaluation than summative evaluation.

_____ relate to whether trainees are using training content back on the job.

Which of the following is an affective learning outcome?

Describe three ways to minimize threats to validity.

Return on investment (ROI) analysis is best suited for training programs that are _____.

Which of the following statements is true of random assignment?

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Traini

Filters