Reference no: EM132880474
What is the majorTraining narrows the range of responses while education broadens the range difference between training and education?
- Education is more closely related to learning a particular job
- Training provides more general knowledge
- Education refers more to acquiring specific skills
Studies show that the people most likely to be chosen to participate in a training program are ________.
- Those with the lowest skill levels
- Those who have had fewer training opportunities in the past
- Those who have already had the most training
- Those who are most in need of the training
According to the systems model of training, when should the criteria for evaluating a training program be developed?
- While the training program is being conducted and monitored
- After the training objectives have been established but before the training method is selected
- After the training method has been selected but before the training has been conducted
- After the training has been completed and the results have been documented
In assessing training needs, what is the examination of how well employees are performing their jobs and which employees are having trouble?
- An organizational analysis
- A task analysis
- An operational analysis
- An individual analysis
What is the best reason for presenting a training program?
- It contributes to the organization's goals and objectives
- It is used by a company's competitors
- It will alleviate concern about federal agency pressure
- It has been highly advertised
Which of the following would be considered an indirect cost when analyzing the cost/benefit of a training program?
- The included meals
- The cost of the facility
- Lost production time
- The training materials
What is the training needs analysis that focuses on assessing the standards of behaviors necessary to perform a given job?
- A task analysis
- An organizational analysis
- A personnel analysis
- A job specification
The four criteria proposed for evaluating training programs include reactions, learning, results, and ________.
- Behavior
- Motivation
- Attitudes
- Feedback
If evaluators compare the company's absenteeism and turnover rates from before and after a training program, which type of criteria are the evaluators using?
- Results
- Behaviors
- Learning
- Reactions
What is the major shortcoming of the case study experimental design?
- The experiment must occur in a natural setting, which isn't always convenient
- Performance differences may be due to sensitizing effects of the pretest
- The randomized groups produce erratic results
- It provides no previous measure with which to compare performance
Which of the following research designs is most susceptible to sensitizing effects of the pretest?
- Post-test only design
- Pretest-post-test comparison
- Solomon four-group design
- Pretest-post-test control group design
How does the internal referencing strategy improve the usefulness of the pretest-post-test design?
- By holding out a control group
- By comparing scores only with members of the same group
- By administering the pre-test and the post-test simultaneously
- By including both relevant and irrelevant questions
Which of the following statements is true of the Solomon four-group design?
- Participants are randomly assigned to groups
- All four groups are given the pre-test
- Just two groups are given the post-test
- All four groups receive the training
Which of the following illustrates using results as a criteria for evaluating a supervisory training program?
- A measure of turnover, productivity improvement, and grievances in each supervisor's department
- A 10-item questionnaire asking the supervisors to evaluate the results of the training
- A frequency count of how often the supervisors praised or disciplined their subordinates over the next 8 weeks
- An interpersonal relations rating scale completed by the subordinates of each supervisor
Which of the following is an example of the Hawthorn Effect?
- Employees score better on both relevant questions and irrelevant questions
- Employees work faster because they know that researchers are watching them
- Employees are randomly assigned to experimental groups but end up with their friends anyway
- Employees' performance on a post-test is influenced by exposure to the pre-test
While a trainer is trying to evaluate the effectiveness of a one-week training program on communication using a pre-test/post-test comparison, an international incident occurs because of a communication breakdown. This confounding event creates a competing explanation, which is referred to in the experimental literature as ________.
- History
- International bias
- The Hawthorne effect
- Maturation
What does the A stand for in the ADDIE model of training?
- Assignment-Deliver the training program to the target audience
- Appraise-compare training program results to the course objectives
- Assessment-gather data and identify discrepancies between actual performance and desired performance
- Advancement-create training materials or purchase materials and modify them to meet objectives
What is the method that uses a combination of relevant and irrelevant questions to evaluate how well training increased learning?
- An internal referencing strategy
- A multiple baseline scheme
- A relevance analysis
- A control group design
Which of the following is the best research design for evaluating a training program?
- The pre-test/post-test design using two established groups-one assigned as the experimental group and one as the control group
- The Solomon four-group design
- A case study
- The pre-test/post-test comparison using one group
Interviews, performance tests, and surveys are all ways to collect data to evaluate ________.
- Training effectiveness
- Talent recruitment
- Talent management
- Training development