Noe Ch 6

________ demonstrates to key business stakeholders, such as top-level managers, that their assumptions about training have been satisfied. A. Results B. Return on investment (ROI) C. Reactions D. Return on expectations (ROE)

D. Return on expectations (ROE)

The evaluation process ideally begins with ________. A. choosing an evaluation strategy B. developing outcome measures C. developing measurable learning objectives D. conducting a needs analysis

D. conducting a needs analysis

Behavior and skill-based outcomes are best measured by ________. A. focus groups B. surveys C. interviews D. observations

D. observations

Front-line supervisors are likely most concerned with which training outcomes? A. Return on expectations (ROE) B. Behavior and skill-based outcomes C. Cognitive outcomes D. Reactions

B. Behavior and skill-based outcomes

________ refers to the process of collecting the outcomes needed to determine whether training is effective. A. Performance appraisal B. Training evaluation C. Needs assessment D. Program design

B. Training evaluation

Typically, ________ are used to assess cognitive outcomes. A. observations B. pencil-and-paper tests C. attitude surveys D. focus groups

B. pencil-and-paper tests

Return on investment (ROI) analysis is best suited for training programs that are ________. A. one-time events B. significant financial investments C. inexpensive and have limited visibility D. attended by few employees

B. significant financial investments

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals before and after training is typically applying the ________ evaluation design. A. Solomon four-group B. time series C. return on investment D. pre-test/post-test

B. time series

Appropriate training outcomes need to discriminate. This means that ________. A. trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time B. trainees' performance on the outcome should actually reflect true differences in performance C. tests given to employees before and after a training program should differ D. different employees should be given different tests for measuring their performance on the same outcome

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

Which of the following statements is most true of comparison groups? A. A comparison group consists of a group of employees who do not attend the training program. B. Employees in a comparison group have personal characteristics that are different from other trainees. C. The use of a comparison group poses a threat to internal validity. 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.

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

Which of the following statements best differentiates formative evaluation from summative evaluation? A. 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. B. Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. C. 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. D. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development.

A. 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 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. C. It increases the differences between the training group and comparison group. D. It increases the effects of employees dropping out of the study.

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

Which of the following statements is true of Solomon four-group evaluation design? A. It combines both pre-test/post-test comparison group and post-test-only control group design. B. Relative to the other evaluation designs, it is more economical and takes less time to conduct. C. It is an evaluation design in which pre-training outcomes are completely ignored. D. It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees.

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

________ refers to the ease with which training outcomes can be collected. A. Practicality B. Reliability C. Relevance D. Acceptability

A. Practicality

If a firm measures its sales volume before and after a training program, which training outcome is it focused on? A. Results B. Return on investment (ROI) C. Return on expectations (ROE) D. Reactions

A. Results

Evaluation designs without pre-test or comparison groups are most appropriate when ________. A. a company is only interested in whether trainees have achieved a certain proficiency level B. a company has a strong orientation toward evaluation C. information regarding training effectiveness is not needed immediately D. companies are interested in determining how much change has occurred

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

In the context of big data, ________ refers to the huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful. A. velocity B. valence C. variety D. volume

A. velocity

________ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible. A. Outcome practicality B. Success cases C. Utility analysis D. Return on expectations (ROE)

B. Success cases

Formative evaluation involves collecting data about a training program from trainees mainly through ________. A. tests and ratings of their behavior B. their opinions and feelings about the program C. measures of performance such as volume of sales D. return on investment (ROI)

B. their opinions and feelings about the program

________ relate to trainees' attitudes toward training content and motivation to transfer. A. Behavior and skill-based outcomes B. Reactions C. Affective outcomes D. Cognitive outcomes

C. Affective outcomes

________ relate to whether trainees are using training content back on the job. A. Reactions B. Learning C. Behavior and skill-based outcomes D. Cognitive outcomes

C. Behavior and skill-based outcomes

Which of the following is an affective learning outcome? A. Learners' satisfaction with training B. Increased production C. Greater appreciation of diversity D. Reduced costs of production

C. Greater appreciation of diversity

________ is a time period in which participants no longer receive training intervention. A. Regression B. Mortality C. Reversal D. Maturation

C. Reversal

If trainers are interested in the generalizability of a study's results to other groups of employees, then they are said to be interested in the ________ of the study. A. outcome practicality B. criterion relevance C. external validity D. outcome believability

C. external validity

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer? A. Behavior and skill-based B. Cognitive C. Results D. Reactions

D. Reactions