MGT 363 Chapter 6

What should a company do to identify the potential benefits of employee training?

It must conduct a review of the original reasons why the training was conducted.

Return on investment (ROI) analysis is suitable for employee training programs that are _____.

focused on an operational issue

In an organizational context, arrange the steps involved in the training evaluation process in the correct order of occurrence. (Place the first step at the top.)

1. Conducting a needs analysis 2. Developing measurable learning objectives and analyzing of training 3. Developing outcome measures 4. Selecting an eval strategy 5. Planning and executing evaluation

True or false: Pilot testing is used for summative evaluation rather than formative evaluation.

False

True or false: Self-assessments rather than tests and quizzes are the preferred measures to assess cognitive outcomes.

False

What do skill-based training outcomes include? (Check all that apply.)

Application of skills on the job Acquisition of skills

___ _____ refers to complex data sets developed by compiling data across different organizational systems.

Big data

Which of the following training outcomes is used to ascertain the extent to which trainees know the facts, procedures, techniques, principles, and processes taught in the training program?

Cognitive outcomes

Identify the methods that are used to minimize the threats to the validity of a company's training program evaluation. (Check all that apply.)

Comparison groups, pretest and post-tests, random assignment

True or false: The use of workforce analytics is not necessary to use big data.

False

The _____ refers to participants in an evaluation study performing at a high level simply because of the attention they are receiving and not due to the training.

Hawthorne Effect

Identify an accurate statement about the resource requirements model.

It compares personnel, equipment, facilities, and materials costs across various stages of training.

Which of the following statements is true of the Solomon four-group evaluation design used for the evaluation of a company's training program?

It controls for most threats to internal and external validity.

Identify a characteristic of the pretest/post-test training evaluation design.

It fails to eliminate the effects of business conditions or other factors that affect the behavior of trainees.

Which of the following statements is true about the formative evaluation of a training program?

It gives information about the ways to make the training program better.

Identify an accurate statement about return on investment (ROI), which is measured for training and development programs.

It helps in ascertaining the economic value provided by these programs.

Which of the following is true of the accounting method of determining costs involved in training programs?

It identifies when the costs are incurred.

Which of the following statements is true about the pretest/post-test with comparison group design for evaluating training?

It requires collection of pretraining and post-training outcome measures from trainee and comparison groups.

According to Kirkpatrick's five-level framework for categorizing training outcomes, which of the following levels of outcomes are collected at the completion of training, before trainees return to the job? (Check all that apply.)

Level 1 & 2 outcomes

Cognitive outcomes are related to _____ criteria in Kirkpatrick's framework.

Level 2

Kirkpatrick's _____ are related to skill-based training outcomes.

Level 2 & 3

Identify the levels of Kirkpatrick's framework that are related to affective training outcomes, depending on how they are evaluated. (Check all that apply.)

Level 2,3,4

Which of the following training evaluation outcomes is level 1 criteria in Kirkpatrick's five-level framework?

Reaction outcomes

Which of the following training outcomes involves comparing the monetary benefits of a training with its cost?

Return on investment

Identify the training evaluation design that controls for most threats to validity.

Pretest/post-test with comparison group

Why is the training cost information important? (Check all that apply.)

To compare the costs involved in other similar training programs To determine total expenses on training To determine the proportion of money spent on administration, training development, and evaluation

______________________ refers to the benefits that organizations and trainees receive from training.

Training effectiveness

Identify an accurate statement about affective training outcomes.

They involve trainees' motivation and attitudes.

Identify an accurate statement about reaction outcomes of a training program.

They refer to trainees' perceptions of the training program.

True or false: Reaction and cognitive outcomes of a company's training program do not help assess how much the trainees actually use the training content in their jobs.

True

Identify the methods that tend to be helpful in identifying the benefits of employee training. (Check all that apply.)

Use of practitioner, technical, and academic literature Estimates of training benefits provided by trainees and their managers

Hundred new employees of HFCT Bank completed the bank's employee training program. Harold, the HR manager, wants to know if the employees liked the training program. In this scenario, Harold should _____.

ask them to take a survey that includes questions about different aspects of the program

Arrange the steps involved in the process of determining the return on investment (ROI) of an employee training program in the correct order of occurrence. (Place the first step at the top.)

1. Understanding the objectives of the training program 2. Developing plans for collecting data related to the training objectives 3. Isolating the effects of the program from other factors that might affect the data related to the training objectives 4. Converting the data related to the training objectives to a monetary value and calculating ROI

True or false: A reliable test allows the trainer to have confidence that any improvements in post-training test scores from pretraining levels are the result of test characteristics or the test environment.

False

True or false: Evaluation based on time series ensures that the results of the evaluation are completely due to training.

False

Identify the true statements about random assignment, a method used to minimize the threats to the validity of a company's training program evaluation. (Check all that apply.)

It helps reduce the differences between the training group and comparison group in ability, knowledge, skill, or other personal characteristics. It helps ensure that the trainees are similar in individual characteristics such as age, gender, ability, and motivation.

Which of the following is true of summative evaluation?

It includes estimating an organization's monetary benefits from a training program.

Which of the following training outcomes needs to be determined in order justify funding and to increase the status of a training and development function?

Return on investment

_____ refer to learners' estimates of how much they know or have learned from training.

Self-assessments

__________________ outcomes are used to assess the level of technical or motor skills and behaviors of trainees.

Skill-based

Identify the cost-benefit analysis method that involves determining the dollar value of training on the basis of different factors such as estimates of the difference in job performance between trained and untrained employees and the number of individuals trained.

Utility analysis

Utility analysis uses _____ to estimate the difference in job performance for trained versus untrained employees.

a pretest/post-test design with a comparison group

Results outcomes are used to ascertain _____.

a training program's payoff for an organization

An accurate statement about the post-test-only evaluation design is that it _____.

can be toned up with the addition of a comparison group

In the context of return on investment of a training program, the resource requirements model is used to _____.

compare costs of alternative training programs

A group of employees who participate in an evaluation study but do not attend a training program is known as a(n) _____.

comparison group

The process of calculating the economic benefits of a training program with the help of accounting methods that consider costs and benefits involved in a training is known as ________ ___________ __________

cost-benefit analysis

The degree to which training outcomes are linked to the learned capabilities emphasized in a training program is known as _____.

criteria relevance

In an organizational context, the collection of information—including what, when, how, and from whom—for determining the effectiveness of a training program is referred to as the _____.

evaluation design

Brian is a new employee at New Design Technologies, an interior design company. He underwent a three-month employee training and has been working for two months since the completion of the training. If his manager wants to analyze whether training Brian has generated economic value for the company, the manager should _____.

find out the profit gained by the company as a result of the clients attracted by Brian

The evaluation of training that takes place during the designing and development phase of a training program is called _____.

formative evaluation

In the context of Kirkpatrick's five-level framework for categorizing training outcomes, level 3 outcomes are collected to determine _____.

if the newly learned skills are being implemented on the job

The process of previewing a training program with expected trainees and managers or with other customers is known as _____.

pilot testing

Indra is the HR Manager at Plendon Architecture & Home Design Inc. Her company has been experiencing high levels of employee attrition over the last year, and most employees have attributed this to the low quality of training programs. To evaluate the training programs, Indra has decided to evaluate the knowledge levels of new employees by using a single test that will be conducted six months after their training. Indra has decided to use the _____ type of evaluation design.

post-test only

Which of the following training evaluation designs is suitable for the companies where trainees are expected to have similar levels of knowledge, behavior, or results outcomes before training?

post-test only

The Solomon four-group evaluation design used for the evaluation of a company's training program is the combination of the pretest/post-test comparison group and the _____ design.

post-test-only control group

Companies that want to evaluate a training program without excluding certain employees or that want to train only a small group of employees often use the _____ design.

pretest/post-test

In the context of the evaluation process of a training program, planning and executing the evaluation involves _____.

previewing the program

In the context of methods used to minimize the threats to the validity of a company's training program evaluation, _________ _______________ refers to assigning employees to the training or comparison group on the basis of chance alone.

random assignment

Improvements in product quality or customer service are determined through _____ outcomes.

results

The process through which evaluation establishes to key business stakeholders that their hopes about training have been satisfied is known as _____.

return on expectations

To improve the strength of the time series training evaluation design, one can use _____________, a time period in which participants no longer receive training intervention

reversal

Concrete examples that demonstrate how learning has led to worthwhile and credible results for a company and its managers are referred to as _____.

success cases

An evaluation of training that is conducted to ascertain the extent to which trainees have changed after participating in a training program is known as _____.

summative evaluation

The training evaluation design determines _____.

the confidence that can be placed in the training results

Threats to external validity of a training evaluation relate to _____.

the participants' reactions to being included in a study

Factors that require an evaluator to check the believability of the study results or the generalizability of the evaluation results to other groups of trainees and situations are known as ____________ _____________ _________

threats to validity

Identify the evaluation design that requires training outcomes to be collected at periodic intervals both before and after training.

time series

Jessica is a product development manager at Henry & Jameson Fashion Inc. A group of new employees recently completed six months at the company, including two months of training. To analyze if the training program they underwent is effective, Jessica has been conducting periodic evaluations of the employees' knowledge of the training material. She has been using the _____ method of evaluation design.

time series

In an organizational context, the process of gathering the outcomes required to determine the effectiveness of a training program is known as _____.

training evaluation

The measures that trainers and organizations use for the evaluation of training programs are known as _____.

training outcomes

The practice of using scientific and quantitative methods to examine data from various data sources to reach evidence-based decisions and show the effect of human resource practices on important company metrics is referred to as _____.

workforce analytics