chapter 6

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Describe the various reasons for evaluating the effectiveness of training programs.

- to identify which trainees benefit the most or least from the program - to determine the financial benefits and costs of the program

Identify the circumstances when a company should consider employing a more rigorous design for evaluating a training program.

- training program is ongoing and has potentioal to have an important influence on the employees or customers - cost justification for the training is based on numerical indicators

Which of the following statements is most true of comparison groups?

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

Evaluation designs without pre-test or comparison groups are most appropriate when _____.

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

_____ relate to whether trainees are using training content back on the job.

behavior and skill based outcomes

Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.

false

Outcome measures are often perfectly related to each other.

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

Which of the following is an affective learning outcome?

greater appreciation of diversity

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

observations

Typically, _____ are used to assess cognitive outcomes.

pencil and paper tests

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

practicality

reaction learning

represents a person's reaction to the learning based on knowledge

If a firm measures its sales volume before and after a training program, which training outcome is it focused on?

results

Return on investment (ROI) analysis is best suited for training programs that are _____.

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.

time series

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

training evaluation

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

true

Cognitive outcomes generally do not help determine how much trainees use training content on the job.

true

Among all training outcomes, cognitive outcomes are most frequently assessed.

false

Favorable trainee reactions are strongly connected with transfer.

false

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

reversal

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

In the context of big data, _____ refers to the large number of sources and types of data.

variety

A pencil-and-paper test is the best means for measuring skill-based outcomes.

false

Which of the following statements is true of random assignment?

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?

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

affective learning

based on feelings, beliefs & attitudes.

Front-line supervisors are likely most concerned with which training outcomes?

behavior and skill based outcomes

The evaluation process ideally begins with _____.

conducting a needs analysis

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

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.


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