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10 Cards in this Set
- Front
- Back
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_____ refers to the collection of information – including what, when, how, and from whom – that will be used to determine the effectiveness of the training program.
A)Training effectiveness B)Training outcomes C)Evaluation design D)Training evaluation |
C)Evaluation design
page 197 |
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What provides a way to understand the investments that training produces and provides information needed to improve training?
A)Evaluative design B)Training evaluation C)Training effectiveness D)Training criteria |
B)Training evaluation
page 198 |
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_____ can be used as a "dress rehearsal" to show the program to managers, trainees, and customers.
A)Evaluative training B)Summative evaluation C)Formative evaluation D)Pilot testing |
D)Pilot testing
page 198 |
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According to the book, all of the following are variables that should be considered in choosing a design EXCEPT:
A)how quickly the information can be adopted. B)expertise. C)change potential. D)organizational culture. |
A)how quickly the information can be adopted.
page 200 |
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Identify the third level outcome amongst the following Kirkpatrick's four-level framework for categorizing training outcomes.
A)Results B)Behavior C)Learning D)Reactions |
B)Behavior
Page: 201 (Table 6.1) |
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Skill-based outcomes include acquisition or learning of skills and use of skills on the job.
A)True B)False |
A)True
page 201 |
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Results are useful for identifying what trainees thought was successful or what inhibited learning.
A)True B)False |
B)False
page 203 |
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Practicality refers to the degree to which outcomes can be measured consistently over time.
A)True B)False |
B)False
page 207 |
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Utility analysis is a cost-benefit analysis method that involves assessing the dollar value of training based on estimates of the difference in job performance between trained and untrained employees, and the number of individuals trained.
A)True B)False |
A)True
page 223 |
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There is not one accepted method for measuring intellectual or human capital.
A)True B)False |
A)True
page 225 |
