Upper management's interest in outcome evaluation data is focused on

Question One

Training was developed to improve productivity. When assessing training’s effectiveness at the organizational results level, which of the following would be the most appropriate thing to focus your attention on?

Organizational profitability

Work unit productivity

Market share

Corporate strategy

Question Two

Upper management’s interest in “outcome evaluation” data is focused on

Learning behavior and results.

Behavior and results.

Perhaps an interest in behavior and a definite interest in results.

Perhaps an interest in results and a definite interest in behavior.

Question Three

Which kind of analysis compares the monetary cost of training with the intangible or nonmonetary results?

Cost saving

Cost effectiveness

Cost benefit

Trainee cost

Question Four

Which of the following is NOT obtained from a reaction questionnaire?

Facilities issues

Trainer issues

Amount of learning

Perceived value of training

Relevance of training

Question Five

Which of the following categories should NOT be included in a reaction questionnaire?

Relevance of training

Training content

Trainer’s behavior

Distance to training location

Question 6

_____ are measures of the trainee’s perceptions, emotions, and subjective evaluations of the training experience.

Reaction outcomes

Learning outcomes

Job behavior outcomes

Organizational results

Value outcomes

Question 7

Outcome evaluation determines

The learning outcomes.

How well the training accomplished its goals.

How well the trainer covered the objectives.

How well the trainer learned the material.

Question 8

Which of the following statements regarding process evaluation is true?

The training manager is always interested in this data.

It is not that important to gather such information for a one- time half-day seminar.

Trainees are not interested in this data.

Only newer trainers are interested in this type of data.

Question 9

Which of the following statements is true regarding the evaluation of transfer of training?

It is often more difficult to assess than organizational results.

The evaluation needs to take place a few weeks after training, before forgetting becomes a possibility.

Attitude change needs to be measured using well-developed instruments.

It is not useful to ask coworkers if they have noted the specific change in behavior.

Question 10

The training manager is likely interested in which of the evaluation outcomes?

Reaction, learning, and behavior

Reaction, learning, behavior, and results

Learning and behavior

Behavior and results

Question 11

What are the outcome levels of evaluation identified in the text?

Proactive and reactive

Cost benefit and cost effectiveness

Reaction, learning, behavior, and organizational results

Utility, value, and evaluative

Question 12

Research has shown the relationship between reaction, learning, behavior and results is

Strongly correlated.

Weakly correlated.

Evidence is mixed.

Not correlated.

Question 13

Cost effectiveness evaluation _____.

Compares the monetary costs of training to the financial benefits accrued from training

Compares the monetary costs of training to the non monetary benefits from training

Compares the social costs of training to the financial benefits accrued from training

Compares the monetary costs of trainers to the financial benefits accrued from training

Compares the monetary costs and non monetary costs of training to the financial benefits accrued from training

Question 14

According to the text, which of the following groups would be interested in “process evaluation” data?

Trainers (including trainer doing the training)

Trainees

Trainees’ supervisor

Upper management

Question 15

Which of the following statements is true regarding learning outcomes?

There are two main categories, knowledge and skill.

To assess knowledge, you will need to develop a knowledge test.

Learning must be determined within the first 2 weeks after training.

It is sometimes useful to assess learning periodically during training.