Question 1

Which of the following is true of HRD evaluation?

Accepted Answer

A) descriptive and judgmental information should not be included 
B) collection of information should be collected according to a predetermined plan 
C) any information collected should be random to ensure credibility 
D) it is not a critical step in the HRD process 
A) descriptive and judgmental information should not be included 
B) collection of information should be collected according to a predetermined plan 
C) any information collected should be random to ensure credibility 
D) it is not a critical step in the HRD process B

Question 2

Utility analysis:

Accepted Answer

A) Is easy for trainers to calculate 
B) Compares training gain to training costs 
C) Is completed using a computer program like Blackboard 
D) Has never been used for training 
A) Is easy for trainers to calculate 
B) Compares training gain to training costs 
C) Is completed using a computer program like Blackboard 
D) Has never been used for training B

Question 3

To determine changes in learning,it should be measured at two times: pre-training and post-training.

Accepted Answer

A) True 
 B)False  True

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

The Kraiger,Ford and 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

The CIPP framework for evaluation includes Context,Information,Process,Product.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) it increases the confidence in that training is responsible for change and not some other factor 
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 increases the confidence in that training is responsible for change and not some other factor 
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 8

Which of the following is NOT a factor used to compute a utility estimate?

Accepted Answer

A) "A" (available number of employees for training) 
B) "N" (number of employees trained) 
C) "T" (length of time benefits of training is expected to last) 
D) "C" (cost of conducting the training) 
A) "A" (available number of employees for training) 
B) "N" (number of employees trained) 
C) "T" (length of time benefits of training is expected to last) 
D) "C" (cost of conducting the training)

Question 9

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 10

A method of evaluation,which measures the trainee's evaluation prior to and after training,is known as:

Accepted Answer

A) return on investment 
B) variance improvement method 
C) pre-test,post-test 
D) gap closure method 
A) return on investment 
B) variance improvement method 
C) pre-test,post-test 
D) gap closure method

Question 11

Donald Kirkpatrick described which of the following four training evaluation criteria as a way to determine trainees' perceptions about a program and its effectiveness?

Accepted Answer

A) reaction 
B) learning 
C) job behavior 
D) results 
A) reaction 
B) learning 
C) job behavior 
D) results

Question 12

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 13

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

Accepted Answer

A) True 
 B)False

Question 14

Which of the following data collection methods are concerned with how much time,money,and resources are available for an evaluation method?

Accepted Answer

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

Question 15

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 useful 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 useful statistics 
C) We can compare the trained group to the control group 
D) We know where the group was at the start

Question 16

The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures of other levels,and these positive reactions will result in learning.

Accepted Answer

A) True 
 B)False

Question 17

Goldstein has suggested that training evaluation has moved through how many stages since the 1960's?

Accepted Answer

A) 4 
B) 5 
C) 2 
D) 22 
A) 4 
B) 5 
C) 2 
D) 22

Question 18

If the control group and the training group have the same scores before training,and the training group scores increase while control group scores remain the same after training,it can be attributed to the training rather than other factors.

Accepted Answer

A) True 
 B)False

Question 19

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

Question 20

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

Which of the following is true of HRD evaluation?

Utility analysis:

To determine changes in learning,it should be measured at two times: pre-training and post-training.

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

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

The CIPP framework for evaluation includes Context,Information,Process,Product.

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

Which of the following is NOT a factor used to compute a utility estimate?

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

A method of evaluation,which measures the trainee's evaluation prior to and after training,is known as:

Donald Kirkpatrick described which of the following four training evaluation criteria as a way to determine trainees' perceptions about a program and its effectiveness?

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

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

Which of the following data collection methods are concerned with how much time,money,and resources are available for an evaluation method?

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

The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures of other levels,and these positive reactions will result in learning.

Goldstein has suggested that training evaluation has moved through how many stages since the 1960's?

If the control group and the training group have the same scores before training,and the training group scores increase while control group scores remain the same after training,it can be attributed to the training rather than other factors.

A socially desirable response is:

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

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective Hrd Programs

Implementing HRD Programs

Onboarding: 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

Which of the following is true of HRD evaluation?

Utility analysis:

To determine changes in learning,it should be measured at two times: pre-training and post-training.

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

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

The CIPP framework for evaluation includes Context,Information,Process,Product.

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

Which of the following is NOT a factor used to compute a utility estimate?

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

A method of evaluation,which measures the trainee's evaluation prior to and after training,is known as:

Donald Kirkpatrick described which of the following four training evaluation criteria as a way to determine trainees' perceptions about a program and its effectiveness?

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

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

Which of the following data collection methods are concerned with how much time,money,and resources are available for an evaluation method?

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

The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures of other levels,and these positive reactions will result in learning.

Goldstein has suggested that training evaluation has moved through how many stages since the 1960's?

If the control group and the training group have the same scores before training,and the training group scores increase while control group scores remain the same after training,it can be attributed to the training rather than other factors.

A socially desirable response is:

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

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective Hrd Programs

Implementing HRD Programs

Onboarding: 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

More on Research Design

Filters