Test Bank for Human Resource Development: Talent Development 7th Edition Werner

Test Bank for Human Resource Development: Talent

Development 7th Edition Werner

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Name: Class: Date:

Chapter 07: Evaluating HRD Programs

1. In order to effectively evaluate a training program the specific objectives of the program must be known.
a. True
b. False
ANSWER: True

2. HRD evaluation includes collecting information to make decisions about training activities.
a. True
b. False
ANSWER: True

3. According to Goldstein, training evaluation has moved from simply collecting anecdotal evidence to now evaluating
the entire HRD process.
a. True
b. False
ANSWER: True

4. The CIPP framework for evaluation includes Context, Information, Process, Product.
a. True
b. False
ANSWER: False

5. When writing a questionnaire you should limit the number of response options.
a. True
b. False
ANSWER: True

6. ROI stands for results of inventory.

a. True
b. False
ANSWER: False

7. A control group is a group of people of the same age as the trainees.

a. True
b. False
ANSWER: False

8. The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures
of other levels, and these positive reactions will result in learning.
a. True
b. False
ANSWER: False

9. The reliability of data refers to the consistency of the results determined by the collection of data.
a. True
b. False
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Chapter 07: Evaluating HRD Programs

ANSWER: True

10. Using deception to do evaluation research is helpful because it allows employees to answer truthfully and without
bias.
a. True
b. False
ANSWER: False

11. In a strong research design, it does not matter if the control and training group have different existing knowledge,
skills, or abilities.
a. True
b. False
ANSWER: False

12. Utility analysis is easy for trainers to calculate.

a. True
b. False
ANSWER: False

13. If the control group and the training group have the same scores before training, and the training group scores increase
while control group scores remain the same after training, it can be attributed to the training rather than other factors.
a. True
b. False
ANSWER: True

14. Donald Kirkpatrick described the following four training evaluation criteria: reaction, learning, job behavior, and
results.
a. True
b. False
ANSWER: True

15. Confidentiality in training evaluation is not important since the trainees work for the organization already.
a. True
b. False
ANSWER: False

16. A proposed modification to Kirkpatrick's evaluation model is to add a fifth level beyond results to include ROI or the
way HRD programs make societal contributions.
a. True
b. False
ANSWER: True

17. A dramatic extension beyond Kirkpatrick's framework includes the idea that constituencies outside the organization
should be involved in the evaluation process.
a. True

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Chapter 07: Evaluating HRD Programs

b. False
ANSWER: True

18. To determine changes in learning, it should be measured at two times: pre-training and post-training.
a. True
b. False
ANSWER: True

19. A stakeholder is defined as 'a person or group with an interest in seeing an endeavor succeeds but who do not need to
support that activity'.
a. True
b. False
ANSWER: False

20. According to Nickols, each of Kirkpatrick's levels is of similar importance to all stakeholder groups.
a. True
b. False
ANSWER: False

21. The evaluation phase of the HRD process model includes all of the following EXCEPT:
a. Selecting evaluation criteria
b. Conducting the evaluation
c. Interpreting the results
d. Publishing your results in the ASTD results book
ANSWER: d

22. According to Chris Bones, what is true of the HRD evaluation process?
a. "Evaluating what you know works is a waste of time."
b. "Only evaluate if you are forced to do it."
c. "Evaluation is too costly to bother with."
d. "If you can't see results, then stop it."
ANSWER: d

23. According to Phillips, which of the following is NOT a purpose of training evaluation?
a. Determining the cost-benefit ration of an HRD program
b. Determining if the program was appropriate
c. Deciding who should participate in future programs
d. Deciding whether or not to fire the trainer
ANSWER: d

24. Based on ASTD surveys about evaluating training programs which of the following is true?
a. Over 90% of companies surveyed conduct some form of evaluation
b. Only about 10% of companies surveyed conduct some form of evaluation
c. Results are the most commonly used method of evaluating training
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Chapter 07: Evaluating HRD Programs

d. Reactions are almost never evaluated
ANSWER: a

25. The most popular and influential framework for evaluating training was developed by:
a. Goldstein
b. Kirkpatrick
c. Phillips
d. Brinkerhoff
ANSWER: b

26. Level 3 of Kirkpatrick's framework for evaluation that is a critical measure of training success is:
a. Reaction
b. Learning
c. Behaviors
d. Results
ANSWER: c

27. When collecting data which of the following issues is NOT important?
a. Reliability
b. Validity
c. Effectiveness
d. Practicality
ANSWER: c

28. The number of units produced is generally considered which kind of data?
a. Plant data
b. Economic data
c. Systemwide data
d. Individual performance data
ANSWER: d

29. Which of the following is NOT a common type of data collected for evaluation?
a. Plant data
b. Economic data
c. Systemwide data
d. Individual performance data
ANSWER: a

30. The Kraiger, Ford and Salas evaluation model uses all of the following classifications of learning outcomes EXCEPT:
a. Cognitive
b. Intuitive
c. Skill based
d. Affective
ANSWER: b
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31. A socially desirable response is:

a. Telling the researcher your true feelings
b. Telling the researcher the truth
c. Telling the researcher what you think they want to hear
d. Telling the research an answer in sociological terms
ANSWER: c

32. Self-report data is:

a. Data provided by an employee's supervisor
b. Data provided by the individual involved in the training
c. Data from company archives
d. Data provided by customers
ANSWER: b

33. If we provide the training and then collect evaluation measures without the collection of data we are:
a. Positive that any change we see is due to the training
b. Unsure as what caused the result we find, the training or other factors
c. Only sure that the results are sound if we randomly select the trainees
d. Following the best known research design
ANSWER: b

34. Collecting data in a pretest and posttest design allows us to:

a. Be certain the training caused any change
b. See what has changed after training
c. Develop the cost effectiveness of our training
d. Know whether or not we should revise the training design
ANSWER: b

35. Questionnaires are often used for evaluation because:

a. Trainees like to fill them out
b. They can be completed and analyzed quickly
c. They are very interactive
d. They measure all four levels quickly and easily
ANSWER: b

36. According to studies by ASTD, the most common form of evaluation is:
a. reaction
b. learning
c. behavior
d. results
ANSWER: a

37. A pre/post comparison is used to evaluate learning so that:

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Chapter 07: Evaluating HRD Programs

a. We know how much change took place during the program
b. We can calculate a t-test to get useful statistics
c. We can compare the trained group to the control group
d. We know where the group was at the start
ANSWER: a

38. Which of the following statements provides the best explanation for why training professionals often don't evaluate
the results of their training programs?
a. Results don't matter in training
b. Fear of criticism or program cuts if a program was not effective
c. It can be done only if you majored in statistics in college
d. Management refuses to spend the money to do it right
ANSWER: b

39. Trainee reaction to a training program is:

a. critical - if they don't like it, they can't learn
b. limited because it does not tell us if the program met its objective
c. in most cases, the only evaluation method that can be accomplished
d. the only level of evaluation worth doing
ANSWER: b

40. Which of the following is a common method for data collection in HRD evaluations?
a. Archival performance data
b. Tests and simulations
c. Direct observation
d. All of these are common methods of data collection
ANSWER: d

41. Which of the following is true of HRD evaluation?

a. descriptive and judgmental information should not be included
b. collection of information should be collected according to a predetermined plan
c. any information collected should be random to ensure credibility
d. it is not a critical step in the HRD process
ANSWER: b

42. Why is it a good idea to randomly assign people to the training group and the control group?
a. it increases the confidence in that training is responsible for change and not some other factor
b. it is the easiest way to measure both pre and post training
c. it guarantees that training evaluation will be believed by management
d. it allows us to assume that attitude toward training is positive for all trainees
ANSWER: a

43. Confidentiality in training evaluation is:

a. not a factor in employee willingness to complete evaluations
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Chapter 07: Evaluating HRD Programs

b. up to the trainer to protect since they should not discuss what they find out during training
c. a good reason not to evaluate a training program
d. assured by using code numbers or demographic information, rather than names, to identify trainees
ANSWER: d

44. Which of the following kind data does return on investment (ROI) and utility data provide?
a. social data
b. behavioral data
c. organizational data
d. economic data
ANSWER: d

45. A cost-benefit analysis compares:

a. The benefits of one program to those of another one
b. The cost of training to its benefits
c. The costs of two different HRD programs
d. Employee moral to training effectiveness
ANSWER: b

46. Donald Kirkpatrick described which of the following four training evaluation criteria as a way to determine trainees’
perceptions about a program and its effectiveness?
a. reaction
b. learning
c. job behavior
d. results
ANSWER: a

47. Which of the following data collection methods are concerned with how much time, money, and resources are
available for an evaluation method?
a. reliability
b. validity
c. provability
d. practicality
ANSWER: d

48. The most commonly used type of data in HR evaluation is:

a. self-report data
b. return on investment
c. customer satisfaction surveys
d. organizational report data
ANSWER: a

49. A method of evaluation, which measures the trainee's evaluation prior to and after training, is known as:
a. return on investment
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Chapter 07: Evaluating HRD Programs

b. variance improvement method
c. pre-test, post-test
d. gap closure method
ANSWER: c

50. All of the following are guidelines for writing effective questionnaires EXCEPT:
a. Combine several ideas into one question to get a thoughtful response
b. Use clear and simple questions so meanings are obvious
c. Provide discrete response options and explain them
d. Match the mode of the response to the question
ANSWER: a

51. Which of the following is NOT an example of an ethical issue in evaluation research?
a. confidentiality
b. informed consent
c. adverse impact
d. use of deception
ANSWER: c

52. Recent efforts to combine data from different research studies are known as:
a. macro-analysis
b. meta-analysis
c. combined analysis
d. collaborative analysis
ANSWER: b

53. Validity asks the question:

a. Does the information evaluate a trainee's reaction?
b. Is the measure consistent?
c. Does the data measure what it is supposed to measure?
d. Is the data legal?
ANSWER: c

54. Practicality deals with questions of:

a. consistency
b. accuracy
c. legality
d. sufficient resources
ANSWER: d

55. Which of the following is NOT an example of indirect training program costs?
a. instructor preparation
b. administrative support
c. course materials
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Chapter 07: Evaluating HRD Programs

d. all of the above are examples of indirect costs
ANSWER: d

56. Which of the following is NOT a factor used to compute a utility estimate?
a. "A" (available number of employees for training)
b. "N" (number of employees trained)
c. "T" (length of time benefits of training is expected to last)
d. "C" (cost of conducting the training)
ANSWER: a

57. Which of the following is NOT true of the impact of technology on HDR evaluation?
a. pretests and post-tests are more difficult to collect electronically than in the traditional classroom
b. individual learning styles are not a factor with the use of technology
c. behaviors and results can be captured just as well electronically
d. data collection for HRD research purposes should be easier to collect via the Internet
ANSWER: d

58. Informed consent:

a. Informs participants about any risks
b. Must be obtained before any training is done
c. Is completed at time of hire for all employees
d. Is never legally needed
ANSWER: a

59. Utility analysis:

a. Is easy for trainers to calculate
b. Compares training gain to training costs
c. Is completed using a computer program like Blackboard
d. Has never been used for training
ANSWER: b

60. Goldstein has suggested that training evaluation has moved through how many stages since the 1960's?
a. 4
b. 5
c. 2
d. 22
ANSWER: a

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