1. Research shows that the influence of training is weakest on _______ outcomes.
A. human resource
B. organizational performance
C. ethical
D. financial
2. Formative evaluation looks at
A. how the trainees liked the program by asking them to complete a reaction form.
B. how to improve a training program while the program may still be in the development process.
C. whether the control group's performance improved as much as the treatment group's performance.
D. what forms of training worked.
3. Summative evaluation looks at
A. what equipment should be purchased. B. how the trainees liked the trainer.
C. how best to implement the training program. D. whether trainees’ performances have improved.
4. Which of the following is not a reason to evaluate training programs? A. determine financial benefits and costs B. determine which trainees benefit the most C. to assist in marketing programs D. to meet requirements of the Manpower Development and Training Act
5. Evaluation needs a standard. In evaluating training the standard is
A. Training objectives B. Trainees’ expectation
C. Direct costs of training D. All the above
6. Which stage of a training program is the hardest to do? A. Evaluation. B. Planning. C. Finding staff D. Selection trainees.
7. When we ask questions about the satisfaction of a training session, we are assessing ______
A. results. B. cognitive. C. reactions. D. behavior and skills.
8. Tests and/or work samples are used to assess _______ outcomes.
A. knowledge or cognitive B. return on investment C. results D. affective
9. __________ outcome measures learners' attitude and motivation.
A. Cognitive B. Reactions C. Affective D. Behavior
10. Sawing wood and landing an airplane are examples of _________ outcomes.
A. ROI B. financial results C. behavioral or skill D. affective
11. Transfer of skills learned in a course to the job is most effectively measured by _________.
A. surveys B. interviews C. observation D. paper tests
12. Which of the following would not be a good way to measure affective outcomes?
A. a written test B. surveys C. focus groups D. interviews 2
13. Direct costs
A. should be included in the calculation of return on investment, while indirect costs should not.
B. include salaries of trainers, program materials, equipment costs.
C. include costs of not doing the training.
D. are compared to indirect costs to determine return on investment.
14. Important elements in evaluating training are:
A Validity and reliability B. Cost and use of training staff
C. Time employees are taken away from their jobs D. Chief IT manager’s and CFO’s support
15. Which of the following types of evaluation method is the least often used? A. reactions B. results C. ROI D. cognitive
16. The ease of collecting outcome measures, such as sales results, is an important issue to companies. This evaluation method is considered for its
A. practicality. B. collectability.
C. legality . D. efficiency.
17. Which of the following outcomes is least useful for measuring transfer of learning? A. affective B. results
C. behavior/skill-based D. reactions to a training session
18. __________ is a time period in which participants no longer receive the training intervention. A. Regression B. Extinction C. Reversal or relapse D. Mortality
19. Which method of evaluation would be most likely to be helpful to the training department and the training manager staff?
A. reactions B. trainee satisfaction C. cognitive/behavioral D. ROI
20. Success in "learning" is most obvious when
A. trainees’ affection for the instructor B. Trainees want to go to more training courses C. change in behavior at work. D. None of the above
DD. Because we want to know if there is a change of behavior, our training objectives have to be written:
A. In psychological terms
B. with action verbs that we can observe results
C. to be understood by top management
D. with some Latin or high sounding words.