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Chapter 06 - Training Evaluation

Chapter 6 Multiple Choice 1. _____ refers to the process of collecting the outcomes needed to determine whether training is effective. a. Training evaluation b. Program design c. Performance appraisal d. Needs assessment Answer: A Difficulty Level: Easy 2. Which of the following statements best differentiates formative evaluation from summative evaluation? a. Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. b. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. c. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. d. Formative evaluation includes measuring the monetary benefits that a company receives from a training program, whereas summative evaluation measures beliefs and opinions of the trainees.

Answer: C Difficulty Level: Medium 3. Formative evaluation involves collecting qualitative data about a training program from trainees mainly through: a. their opinions and feelings about the program. b. measures of performance such as volume of sales. c. tests and ratings of their behavior. d. the return on investment method.

Answer: A Difficulty Level: Medium 4. The evaluation process ideally begins with: a. developing outcome measures. b. choosing an evaluation strategy. c. developing measurable learning objectives. d. conducting a needs analysis.

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© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.

Chapter 06 - Training Evaluation

Answer: D Difficulty Level: Easy 5. The _____ training outcome is collected to determine whether trainees are using training content back on the job. a. reaction b. learning c. cognitive d. result Answer: D Difficulty Level: Easy 6. According to Kirkpatrick’s framework for categorizing training outcomes, _____ outcomes are level 1 criteria that are often called class or instructor evaluations. a. learning b. reaction c. skill-based d. affective Answer: B Difficulty Level: Easy 7. Which of the following types of training outcomes are collected when trainees are asked to rate their level of satisfaction with the trainer at the end of a training program? a. Result b. Cognitive c. Reaction d. Behavior-based Answer: C Difficulty Level: Easy 8. Typically, _____ are used to assess cognitive outcomes. a. attitude surveys b. observations c. focus groups d. pencil-and-paper tests Answer: D Difficulty Level: Easy 9. Which of the following is an affective outcome collected in a training evaluation? a. Learners’ satisfaction with training b. Customer service orientation c. Increased production 6-2

© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.

Chapter 06 - Training Evaluation

d. Reduced costs of production Answer: B Difficulty Level: Medium 10. If a firm measures its sales volume before and after a training program, it is typically assessing the _____ outcome. a. reaction b. behavior-based c. learning d. results Answer: D Difficulty Level: Medium 11. Which of the following is true of return on investment (ROI)? a. It is referred to as level 3 evaluation in Kirkpatrick’s framework for categorizing training outcomes. b. It refers to comparing sales activity before and after a training program. c. Dollar value of productivity divided by training costs reflects return on investment. d. The method of measurement for return on investment typically involves tests, surveys, and interviews.

Answer: C Difficulty Level: Medium 12. Behavior or skill-based outcomes are best measured by _____. a. surveys b. interviews c. focus groups d. observations Answer: D Difficulty Level: Easy 13. If a manager believes that a training program is valuable and hence provides higher ratings of job performance to those trainees who attended the training program, then the training outcomes will lack relevance due to _____. a. criterion contamination b. criterion deficiency c. criterion irreducibility d. criterion maturation Answer: A Difficulty Level: Medium

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© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.

Chapter 06 - Training Evaluation

14. _____ refers to the ease with which training outcome measures can be collected. a. Reliability b. Practicality c. Acceptability d. Relevance Answer: B Difficulty Level: Easy 15. Appropriate training outcomes need to be discriminative which implies that: 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.

Answer: C Difficulty Level: Medium 16. If trainers are interested in the generalizability of a study’s results to other groups and situations, then they are said to be interested in the _____ of the study. a. outcome practicality b. criterion relevance c. external validity d. outcome believability Answer: C Difficulty Level: Easy 17. Which of the following is a threat to internal validity? a. Characteristics of trainees influence program effectiveness. b. Being evaluated causes participants to try harder in training program. c. Trainees pay extra attention to material on a test before training. d. Training group differs from comparison group on individual differences that influence outcomes.

Answer: D Difficulty Level: Medium 18. Which of the following statements is true of comparison groups? a. The use of a comparison group poses a threat to internal validity. b. Comparison group consists of a group of employees who do not attend the training program.

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© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.

Chapter 06 - Training Evaluation

c. Employees in a comparison group have personal characteristics that are different from other trainees. d. Use of a comparison group in training evaluation increases the possibility that changes found in the outcome measures are due to factors other than training.

Answer: B Difficulty Level: Medium 19. Which of the following statements is true of random assignment? 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 in the comparison group and the training group. c. It increases the effects of employees dropping out of the study (mortality). d. It increases the differences between the training group and comparison group in ability, knowledge, skill, or other personal characteristics.

Answer: A Difficulty Level: Medium 20.

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals both before and after training is typically applying the _____ evaluation design. a. Solomon four-group b. pretest/post-test c. return on investment d. time series Answer: D Difficulty Level: Medium

21. _____ is a time period in which participants no longer receive training intervention. a. Regression b. Mortality c. Reversal d. Maturation Answer: C Difficulty: Easy 22. Which of the following statements is true of Solomon four-group evaluation design? 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 pretest/post-test comparison group and post-test-only control group design.

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© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.