Question One
Training was developed to improve productivity. When
assessing training’s effectiveness at the organizational results level, which
of the following would be the most appropriate thing to focus your attention
on?
Organizational
profitability
Work unit
productivity
Market share
Corporate strategy
Question Two
Upper management’s interest in “outcome evaluation” data is
focused on
Learning behavior
and results.
Behavior and
results.
Perhaps an interest
in behavior and a definite interest in results.
Perhaps an interest
in results and a definite interest in behavior.
Question Three
Which kind of analysis compares the monetary cost of
training with the intangible or nonmonetary results?
Cost saving
Cost effectiveness
Cost benefit
Trainee cost
Question Four
Which of the following is NOT obtained from a reaction
questionnaire?
Facilities issues
Trainer issues
Amount of learning
Perceived value of
training
Relevance of
training
Question Five
Which of the following categories should NOT be included in
a reaction questionnaire?
Relevance of
training
Training content
Trainer’s behavior
Distance to
training location
Question 6
_____ are measures of the trainee’s perceptions, emotions,
and subjective evaluations of the training experience.
Reaction outcomes
Learning outcomes
Job behavior
outcomes
Organizational
results
Value outcomes
Question 7
Outcome evaluation determines
The learning
outcomes.
How well the
training accomplished its goals.
How well the
trainer covered the objectives.
How well the
trainer learned the material.
Question 8
Which of the following statements regarding process
evaluation is true?
The training
manager is always interested in this data.
It is not that
important to gather such information for a one- time half-day seminar.
Trainees are not
interested in this data.
Only newer trainers
are interested in this type of data.
Question 9
Which of the following statements is true regarding the
evaluation of transfer of training?
It is often more
difficult to assess than organizational results.
The evaluation
needs to take place a few weeks after training, before forgetting becomes a
possibility.
Attitude change
needs to be measured using well-developed instruments.
It is not useful to
ask coworkers if they have noted the specific change in behavior.
Question 10
The training manager is likely interested in which of the
evaluation outcomes?
Reaction, learning,
and behavior
Reaction, learning,
behavior, and results
Learning and
behavior
Behavior and
results
Question 11
What are the outcome levels of evaluation identified in the
text?
Proactive and
reactive
Cost benefit and
cost effectiveness
Reaction, learning,
behavior, and organizational results
Utility, value, and
evaluative
Question 12
Research has shown the relationship between reaction,
learning, behavior and results is
Strongly correlated.
Weakly correlated.
Evidence is mixed.
Not correlated.
Question 13
Cost effectiveness evaluation _____.
Compares the
monetary costs of training to the financial benefits accrued from training
Compares the
monetary costs of training to the non monetary benefits from training
Compares the social
costs of training to the financial benefits accrued from training
Compares the
monetary costs of trainers to the financial benefits accrued from training
Compares the
monetary costs and non monetary costs of training to the financial benefits
accrued from training
Question 14
According to the text, which of the following groups would
be interested in “process evaluation” data?
Trainers (including
trainer doing the training)
Trainees
Trainees’
supervisor
Upper management
Question 15
Which of the following statements is true regarding learning
outcomes?
There are two main
categories, knowledge and skill.
To assess
knowledge, you will need to develop a knowledge test.
Learning must be
determined within the first 2 weeks after training.
It is sometimes
useful to assess learning periodically during training.
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