Reference no: EM132961288

What can be done to motivate companies to evaluate training programs?
What do threats to validity have to do with training evaluation? Identify internal and external threats to validity. Are internal and external threats similar? Explain.
What are the strengths and weaknesses of each of the following designs: post-test only; pretest/post-test with comparison group; and pretest/post-test only?
What is a Net Promoter Score? Explain its usefulness in training evaluation.
What are results outcomes? Why do you think most organizations don't use results outcomes to evaluate their training programs?
This chapter discussed several factors that influence the choice of evaluation design. Which of these factors would have the greatest influence on your choice of an evaluation design? Which would have the least influence? Explain your choices.
How might you estimate the benefits of a training program designed to teach employees how to use the Internet to monitor stock prices?
A group of managers (N = 25) participated in the problem-solving module of a leadership development program two weeks ago. The module consisted of two days in which the group focused on the correct process to use in problem solving. Each manager supervises 15 to 20 employees. The company is willing to change the program, and there is an increasing emphasis in the company to show that training expenses are justifiable. You are asked to evaluate this program. Your boss would like the results of the evaluation no later than six weeks from now. Discuss the outcomes you would collect and the design you would use. How might your answer change if the managers had not yet attended the program?
What practical considerations need to be taken into account when calculating a training program's ROI?
What is return on expectations (ROE)? How can it be used to show the costs and benefits of training without collecting statistics and conducting analyses? Explain its strengths and weaknesses compared to a cost-benefit analysis.
What are the characteristics of big data? Explain how big data could be used to show that learning influences business outcomes.

What are the implications of the 70-20-10 model for choosing a training method?
What are the differences between social contextual learning and guided competency development? Are both types of learning (and associated training methods) necessary? Explain.
What are the strengths and weaknesses of the lecture, case study, and behavior modeling training methods?
If you had to choose between adventure learning and action learning for developing an effective team, which would you choose? Defend your choice.
Discuss the process of behavior modeling training.
How can the characteristics of the trainee affect self-directed learning?
What are the components of effective team performance? How might training strengthen these components?
Table 7.11 compares training methods on a number of characteristics. Explain why simulation and behavior modeling receive high ratings for transfer of training.
What are some reasons why on-the-job training (OJT) can prove ineffective? What can be done to ensure its effectiveness?
Why are apprenticeship programs attractive to employees? Why are they attractive to companies?
Discuss the steps of an action learning program. Which aspect of action learning do you think is most beneficial for learning? Which aspect is most beneficial for transfer of training? Explain why and defend your choices.