Chapter 6

Question 1

_____ _____ refers to the benefits that organizations and trainees receive from training.

Answer 1

training effectiveness

Question 2

In an organizational context, the process of gathering the outcomes required to determine the effectiveness of a training program is known as ______.

Answer 2

training evaluation

Question 3

The evaluation of training that takes place during the designing and development phase of a training program is called ______.

Answer 3

formative evaluation

Question 4

The process of previewing a training program with expected trainees and managers or with other customers is known as ______.

Answer 4

pilot testing

Question 5

An evaluation of training that is conducted to ascertain the extent to which trainees have changed after participating in a training program is known as ______.

Answer 5

summative evaluation

Question 6

The measures that trainers and organizations use for the evaluation of training programs are known as ______.

Answer 6

training outcomes

Question 7

In an organizational context, the collection of information—including what, when, how, and from whom—for determining the effectiveness of a training program is referred to as the ______.

Answer 7

evaluation design

Question 8

Which of the following statements is true about the formative evaluation of a training program?

Answer 8

It gives information about the ways to make the training program better.

Question 9

True or false: Pilot testing is used for summative evaluation rather than formative evaluation.

Answer 9

false

Question 10

Which of the following is true of summative evaluation?

Answer 10

It includes estimating the monetary benefits of a training program for an organization.

Question 11

In the context of the evaluation process of a training program, planning and executing the evaluation involves ______.

Answer 11

previewing the program

Question 12

According to Kirkpatrick’s five-level framework for categorizing training outcomes, which of the following levels of outcomes are collected at the completion of training, before trainees return to the job?

Answer 12

• Level 1 outcomes
• Level 2 outcomes

Question 13

Hundred new employees of HFCT Bank completed the bank’s employee training program. Harold, the HR manager, wants to know if the employees liked the training program. In this scenario, Harold should ______.

Answer 13

ask them to take a survey that includes questions about different aspects of the program

Question 14

In an organizational context, arrange the steps involved in the training evaluation process in the correct order of occurrence.

Answer 14

1. conducting a needs analysis
2. developing measurable learning objectives and analyzing transfer of training
3. developing outcome measures
4. selecting an evaluation strategy
5. planning and executing the evaluation

Question 15

Which of the following training evaluation outcomes is level 1 criteria in Kirkpatrick’s five-level framework?

Answer 15

Reaction outcomes

Question 16

Which of the following training outcomes is used to ascertain the extent to which trainees know the facts, procedures, techniques, principles, and processes taught in the training program?

Answer 16

Cognitive outcomes

Question 17

In the context of Kirkpatrick’s five-level framework for categorizing training outcomes, level 3 outcomes are collected to determine ______.

Answer 17

if the newly learned skills are being implemented on the job

Question 18

Brian is a new employee at New Design Technologies, an interior design company. He underwent a three-month employee training and has been working for two months since the completion of the training. If his manager wants to analyze whether training Brian has generated economic value for the company, the manager should ______.

Answer 18

find out the profit gained by the company as a result of the clients attracted by Brian

Question 19

True or false: Self-assessments rather than tests and quizzes are the preferred measures to assess cognitive outcomes.

Answer 19

false

Question 20

Identify an accurate statement about reaction outcomes of a training program.

Answer 20

They refer to trainees’ perceptions of the training program.

Question 21

Cognitive outcomes are related to ______ criteria in Kirkpatrick’s framework.

Answer 21

level 2

Question 22

_____-_____ outcomes are used to assess the level of technical or motor skills and behaviors of trainees.

Answer 22

skill-based

Question 23

______ refer to learners’ estimates of how much they know or have learned from training.

Answer 23

Self-assessments

Question 24

Kirkpatrick’s ______ are related to skill-based training outcomes.

Answer 24

level 2 and level 3

Question 25

Results outcomes are used to ascertain _____.

Answer 25

a training program's payoff for an organization

Question 26

Identify the levels of Kirkpatrick's framework that are related to affective training outcomes, depending on how they are evaluated.

Answer 26

- Level 3 - Level 2 - Level 4

Question 27

The degree to which training outcomes are linked to the learned capabilities emphasized in a training program is known as _____.

Answer 27

criteria relevance

Question 28

Improvements in product quality or customer service are determined through ______ outcomes.

Answer 28

results

Question 29

Identify an accurate statement about affective training outcomes.

Answer 29

They involve trainees' motivation and attitudes.

Question 30

Which of the following training outcomes involves comparing the monetary benefits of a training with its cost?

Answer 30

Return on investment

Question 31

The _____ _____ refers to the process used to determine the relationship between training resources, training activities, and program outcomes.

Answer 31

logic model

Question 32

True or false: A reliable test allows a trainer to have confidence that any improvements in post-training test scores from pretraining levels are the result of test characteristics or the test environment.

Answer 32

false

Question 33

True or false: Evaluation based on time series ensures that the results of the evaluation are completely due to training.

Answer 33

false

Question 34

The reaction and cognitive outcomes of a company's training program do not help assess how much the trainees actually use the training content in their jobs.

Answer 34

true

Question 35

The training evaluation design determines _____.

Answer 35

the confidence that can be placed in the training results

Question 36

Factors that require an evaluator to check the believability of the study results or the generalizability of the evaluation results to other groups of trainees and situations are known as _____ _____ _____.

Answer 36

threats to validity

Question 37

Identify the methods that are used to minimize the threats to the validity of a company's training program evaluation.

Answer 37

- Random assignment - Comparison groups - Pretests and post-tests

Question 38

A group of employees who participate in an evaluation study but do not attend a training program is known as a(n) _____.

Answer 38

comparison group

Question 39

Threats to the external validity of a training evaluation relate to _____.

Answer 39

participants' reactions to being included in a study

Question 40

Identify the true statements about random assignment, a method used to minimize threats to the validity of a company's training program evaluation.

Answer 40

- It helps reduce the differences between the comparison group and training group in ability, knowledge, skill, or other personal characteristics. - It helps ensure that the trainees are similar in individual characteristics such as age, gender, ability, and motivation.

Question 41

The ______ refers to participants in an evaluation study performing at a high level simply because of the attention they are receiving and not due to the training.

Answer 41

Hawthorne effect

Question 42

Jessica is a product development manager at Henry & Jameson Fashion Inc. A group of new employees recently completed six months at the company, including two months of training. To analyze if the training program they underwent is effective, Jessica has been conducting periodic evaluations of the employees' knowledge of the training material. She has been using the ______ method of evaluation design.

Answer 42

time series

Question 43

An accurate statement about the post-test-only evaluation design is that it _____.

Answer 43

can be toned up with the addition of a comparison group

Question 44

In the context of methods used to minimize the threats to the validity of a company's training program evaluation, _____ _____ refers to assigning employees to the training or comparison group on the basis of chance alone.

Answer 44

random assignment

Question 45

Indra is the HR Manager at Plendon Architecture & Home Design Inc. Her company has been experiencing high levels of employee attrition over the last year, and most employees have attributed this to the low quality of training programs. To evaluate the training programs, Indra has decided to evaluate the knowledge levels of new employees by using a single test that will be conducted six months after their training. Indra has decided to use the ______ type of evaluation design.

Answer 45

post-test-only

Question 46

Which of the following training evaluation designs is suitable for the companies where trainees are expected to have similar levels of knowledge, behavior, or results outcomes before training?

Answer 46

Post-test only

Question 47

Companies that want to evaluate a training program without excluding certain employees or that want to train only a small group of employees are most likely to use the ______ design.

Answer 47

pretest/post-test

Question 48

Which of the following statements is true about the pretest/post-test with comparison group design for evaluating training?

Answer 48

It requires collection of pretraining and post-training outcome measures from trainee and comparison groups.

Question 49

Identify the evaluation design that requires training outcomes to be collected at periodic intervals both before and after training.

Answer 49

Time series

Question 50

Which of the following statements is true of the Solomon four-group evaluation design used for the evaluation of a company's training program?

Answer 50

It controls for most threats to internal and external validity.

Question 51

Identify a characteristic of the pretest/post-test training evaluation design.

Answer 51

It makes it difficult to eliminate the effects of business conditions as an explanation for changes in trainees.

Question 52

The process of calculating the economic benefits of a training program with the help of accounting methods that consider costs and benefits involved in a training is known as _____-_____ _____.

Answer 52

cost-benefit analysis

Question 53

Identify the training evaluation design that controls for most threats to validity.

Answer 53

Pretest/post-test with comparison group

Question 54

To improve the strength of the time series training evaluation design, one can use _____, a time period in which participants no longer receive the training intervention.

Answer 54

reversal

Question 55

The Solomon four-group evaluation design used for the evaluation of a company's training program is the combination of the pretest/post-test comparison group and the ______ design.

Answer 55

post-test-only control group

Question 56

Identify an accurate statement about return on investment (ROI), which is measured for training and development programs.

Answer 56

It helps in ascertaining the economic value provided by these programs.

Question 57

Why is the training cost information important?

Answer 57

- To compare the costs involved in alternative training programs - To determine the total expenses on training

Question 58

In the context of return on investment of a training program, the resource requirements model is used to _____.

Answer 58

compare costs of alternative training programs

Question 59

Which of the following training outcomes needs to be determined in order justify funding and to increase the status of a training and development function?

Answer 59

Return on investment

Question 60

Return on investment (ROI) analysis is suitable for employee training programs that are ______.

Answer 60

focused on an operational issue

Question 61

Identify an accurate statement about the resource requirements model.

Answer 61

It compares personnel, equipment, facilities, and materials costs across various stages of training.

Question 62

Identify the methods that tend to be helpful in identifying the benefits of employee training.

Answer 62

- Use of practitioner, technical, and academic literature - Estimation of training benefits provided by trainees and their managers

Question 63

Utility analysis uses ______ to estimate the difference in job performance for trained versus untrained employees.

Answer 63

a pretest/post-test design with a comparison group

Question 64

Which of the following is true of the accounting method of determining the costs involved in training programs?

Answer 64

It identifies when the costs are incurred.

Question 65

Concrete examples that demonstrate how learning has led to worthwhile and credible results for a company and its managers are referred to as _____.

Answer 65

success cases

Question 66

What should a company do to identify the potential benefits of employee training?

Answer 66

It must conduct a review of the original reasons why the training was conducted.

Question 67

Identify the cost-benefit analysis method that involves determining the dollar value of training on the basis of different factors such as estimates of the difference in job performance between trained and untrained employees and the number of individuals trained.

Answer 67

Utility analysis

Question 68

The process through which evaluation establishes to key business stakeholders that their hopes about training have been satisfied is known as _____.

Answer 68

return on expectations

Question 69

Identify the ways to determine the value of training and overcome the difficulty of evaluating training using a design that can rule out and isolate its effects on results.

Answer 69

- Using success cases - Relying on return on expectations (ROE)

Question 70

_____ _____ refers to complex data sets developed by compiling data across different organizational systems.

Answer 70

big data

Question 71

The practice of using scientific and quantitative methods to examine data from various data sources to reach evidence-based decisions and show the effect of human resource practices on important company metrics is referred to as _____.

Answer 71

workforce analytics

Question 72

True or false: The use of workforce analytics is not necessary to use big data.

Answer 72

false