MGT 363 Ch. 6
In the context of big data, _____ refers to the large number of sources and types of data. valence volume variety velocity
variety
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. valence volume variety velocity
velocity
_____ relate to trainees' attitudes toward training content and motivation to transfer. Reactions Affective outcomes Cognitive outcomes Behavior and skill-based outcomes
Affective outcomes
A pencil-and-paper test is the best means for measuring skill-based outcomes. T or F
False
Among all training outcomes, cognitive outcomes are most frequently assessed. T or F
False
Favorable trainee reactions are strongly connected with transfer. T or F
False
Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance. T or F
False
It is important to conduct a return on investment (ROI) analysis for nearly all training programs. T or F
False
Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits. T or F
False
Typically, _____ are used to assess cognitive outcomes. attitude surveys observations focus groups pencil-and-paper tests
Pencil-and-paper tests
_____ refers to the ease with which training outcomes can be collected. Reliability Practicality Acceptability Relevance
Practicality
If a firm measures its sales volume before and after a training program, which training outcome is it focused on? Reactions Return on expectations (ROE) Return on investment (ROI) Results
Results
_____ demonstrates to key business stakeholders, such as top-level managers, that their assumptions about training have been satisfied. Reactions Return on expectations (ROE) Results Return on investment (ROI)
Return on expectations
_____ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible. Utility analysis Success cases Return on expectations (ROE) Outcome practicality
Success cases
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. Solomon four-group pre-test/post-test return on investment time series
Time series
Appropriate training outcomes need to discriminate. This means that _____. tests given to employees before and after a training program should differ trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time trainees' performance on the outcome should actually reflect true differences in performance different employees should be given different tests for measuring their performance on the same outcome
Trainees' performance on the outcome should actually reflect true differences in performance
_____ refers to the process of collecting the outcomes needed to determine whether training is effective. Training evaluation Program design Performance appraisal Needs assessment
Training evaluation
A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program. T or F
True
A reliable test includes items for which the meaning or interpretation does not change over time. T or F
True
Cognitive outcomes generally do not help determine how much trainees use training content on the job. T or F
True
It is necessary to limit return on investment (ROI) analysis to certain training programs as it can be costly. T or F
True
Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels. T or F
True
Pilot testing is more useful for formative evaluation than summative evaluation. T or F
True
Pilot testing refers to the process of previewing the training program with potential trainees and managers. T or F
True
The Solomon four-group design combines the pre-test/post-test comparison group and the post-test-only control group design. T or F
True
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. outcome practicality criterion relevance external validity outcome believability
external validity
Behavior and skill-based outcomes are best measured by _____. surveys interviews focus groups observations
observations
Which training outcome relates to trainees providing feedback about their satisfaction with a trainer? Results Cognitive Reactions Behavior and skill-based
Reactions
_____ is a time period in which participants no longer receive training intervention. Regression Mortality Reversal Maturation
Reversal
Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees. T or F
False
Results are more frequently examined than reactions. T or F
False
The Hawthorne effect refers to employees performing at a low level because of the attention they receive. T or F
False
Outcome measures are often perfectly related to each other. T or F
False
Evaluation designs without pre-test or comparison groups are most appropriate when _____. information regarding training effectiveness is not needed immediately companies are interested in determining how much change has occurred a company has a strong orientation toward evaluation a company is only interested in whether trainees have achieved a certain proficiency level
A company is only interested in whether trainees have achieved a certain proficiency level
Which of the following statements is most true of comparison groups? The use of a comparison group poses a threat to internal validity. A comparison group consists of a group of employees who do not attend the training program. Employees in a comparison group have personal characteristics that are different from other trainees. 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 comparison group consists of a group of employees who do not attend the training program
Front-line supervisors are likely most concerned with which training outcomes? Reactions Return on expectations (ROE) Cognitive outcomes Behavior and skill-based outcomes
Behavior and skill-based outcomes
_____ relate to whether trainees are using training content back on the job. Reactions Learning Cognitive outcomes Behavior and skill-based outcomes
Behavior and skill-based outcomes
The evaluation process ideally begins with _____. developing outcome measures choosing an evaluation strategy developing measurable learning objectives conducting a needs analysis
Conducting a needs analysis
Which of the following statements best differentiates formative evaluation from summative evaluation? Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. 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. 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.
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 is an affective learning outcome? Learners' satisfaction with training Greater appreciation of diversity Increased production Reduced costs of production
Greater appreciation of diversity
Which of the following statements is true of random assignment? It assigns employees to a training program without considering their individual differences. It results in an unequal distribution of individual characteristics such as age, gender, and motivation. It increases the effects of employees dropping out of the study. It increases the differences between the training group and comparison group.
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 is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. It is an evaluation design in which pre-training outcomes are completely ignored. It combines both pre-test/post-test comparison group and post-test-only control group design. Relative to the other evaluation designs, it is more economical and takes less time to conduct.
It combines both pre-test/post-test comparison group and post-test-only control group design
Return on investment (ROI) analysis is best suited for training programs that are _____. attended by few employees inexpensive and have limited visibility significant financial investments one-time events
significant financial investments
Formative evaluation involves collecting data about a training program from trainees mainly through _____. their opinions and feelings about the program measures of performance such as volume of sales tests and ratings of their behavior return on investment (ROI)
their opinions and feelings about the program
