Chapter 6
A CEO is likely more concerned with summative evaluation relative to formative evaluation.
TRUE
A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.
TRUE
A reliable test includes items for which the meaning or interpretation does not change over time.
TRUE
Cognitive outcomes generally do not help determine how much trainees use training content on the job.
TRUE
Improved self-efficacy beliefs relate to an affective learning outcome.
TRUE
It is necessary to limit return on investment (ROI) analysis to certain training programs as it can be costly.
TRUE
Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.
TRUE
Pilot testing is more useful for formative evaluation than summative evaluation.
TRUE
Pilot testing refers to the process of previewing the training program with potential trainees and managers.
TRUE
Skill-based outcomes can be used to evaluate both learning and transfer.
TRUE
The Solomon four-group design combines the pre-test/post-test comparison group and the post-test-only/control group design.
TRUE
Affective outcomes would be considered a Level 1 outcome in Kirkpatrick's model of training evaluation.
FALSE
Outcome measures are often highly related to each other.
FALSE
Results are more frequently examined than reactions.
FALSE
Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.
FALSE
Favorable trainee reactions are strongly connected with transfer.
FALSE
Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.
FALSE
It is important to conduct a return on investment (ROI) analysis for nearly all training programs.
FALSE
Negative transfer happens when no learning occurs during training, and subsequently, there is no on-the-job impact.
FALSE
Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.
FALSE
ROI (return on investment) would be considered a Level-4 outcome in Kirkpatrick's model of training evaluation.
FALSE
The Hawthorne effect refers to employees performing at a low level because of the attention they receive.
FALSE
The believability of study results refers to external validity.
FALSE
A "pencil-and-paper" test is the best means for measuring skill-based outcomes.
FALSE
Among all training outcomes, cognitive outcomes are most frequently assessed.
FALSE
Despite its advantages, one of the significant disadvantages of a Net Promoter Score (NPS) is that it is relatively difficult for learners to complete.
FALSE
