MGMT 412 (Chapter 6 TB)

false

Evaluation designs without pretest or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees. (T/F)

a company is only interested in whether trainees have achieved a certain proficiency level.

Evaluation designs without pretest or comparison groups are most appropriate when:

conducting a needs analysis.

The evaluation process ideally begins with:

true

The Solomon four-group design combines the pretest/post-test comparison group and the post-test-only control group design. (T/F)

result

The _____ training outcome is collected to determine whether trainees are using training content back on the job.

false

The believability of study results refers to external validity. (T/F)

Training evaluation

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

true

A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program. (T/F)

time series

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.

false

A pencil-and-paper test is ideal for measuring skill-based outcomes. (T/F)

true

A reliable test includes items for which the meaning or interpretation does not change over time. (T/F)

false

A training activity dashboard does not provide a perspective of future learning. (T/F)

reaction

According to Kirkpatrick's framework for categorizing training outcomes, _____ outcomes are level 1 criteria that are often called class or instructor evaluations.

trainees' performance on the outcome should actually reflect true differences in performance.

Appropriate training outcomes need to be discriminative which implies that:

observations

Behavior or skill-based outcomes are best measured by _____.

their opinions and feelings about the program.

Formative evaluation involves collecting qualitative data about a training program from trainees mainly through:

false

Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance. (T/F)

results

If a firm measures its sales volume before and after a training program, it is typically assessing the _____ outcome.

criterion contamination

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 _____.

false

If instructional objectives identify business-related outcomes such as increased customer service, then reaction outcomes should be used in the evaluation. (T/F)

external validity

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.

false

In Kirkpatrick's five-level framework for categorizing training outcomes, the levels indicate the importance of the outcomes. (T/F)

true

It is necessary to limit return on investment analysis only to certain training programs as it can be costly. (T/F)

true

No evaluation design can ensure that the results of the evaluation are completely due to training. (T/F)

true

Once the costs and benefits of the training program are determined, ROI is calculated by dividing return or benefits by costs. (T/F)

false

Outcome measures are perfectly related to each other. (T/F)

true

Pilot testing refers to the process of previewing the training program with potential trainees and managers or with other customers. (T/F)

focused on an operational issue.

ROI analysis is best suited for training programs that are:

true

Reaction and cognitive outcomes do not help determine how much trainees actually use training content in their jobs. (T/F)

false

Results belong to the level 1 criteria in Kirkpatrick's framework for categorizing training outcomes. (T/F)

false

Return on investment (ROI) is used to show a training program's cost effectiveness before it has been delivered. (T/F)

false

The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive. (T/F)

true

The influence of training is largest for organizational performance outcomes and weakest for financial outcomes. (T/F)

pencil-and-paper tests

Typically, _____ are used to assess cognitive outcomes.

Training group differs from comparison group on individual differences that influence outcomes.

Which of the following is a threat to internal validity?

Customer service orientation

Which of the following is an affective outcome collected in a training evaluation?

Dollar value of productivity divided by training costs reflects return on investment.

Which of the following is true of return on investment (ROI)?

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.

Which of the following statements best differentiates formative evaluation from summative evaluation?

It combines both pretest/post-test comparison group and post-test-only control group design.

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

Comparison group consists of a group of employees who do not attend the training program.

Which of the following statements is true of comparison groups?

It assigns employees to a training program without considering their individual differences.

Which of the following statements is true of random assignment?

reaction

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?

Reversal

_____ is a time period in which participants no longer receive training intervention.

Success case

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

Practicality

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