Chapter 2.8 Evaluating Impact Flashcards
Which of these statements is true of evaluation of talent development solutions?
Evaluation is a singular level method.
Evaluation is the sole way to assess if town development initiatives have a cheap desired outcomes.
Evaluation helps to confirm the effectiveness of talent development initiatives.
Basic features of a valuation affect a few selected evaluation methods.
Evaluation helps to confirm the effectiveness of talent development initiatives.
Evaluation is a multi level, systematic method. Basic features of evaluation affect all evaluation methods. Evaluation is one other ways to document of town development initiatives have achieved desired outcomes.
Which of these questions does Ralph W Tyler’s goal attainment method pose?
How will an organization contribute to learning?
How should a curriculum be organized?
What type of learning activities will learners prefer? What is the interest level of learners?
How should a curriculum be organized?
One of the questions that Ralph Tyler’s goal attainment method poses is, “how should the curriculum for learning to be organized?” How an organization will contribute to learning, what type of learning activities the learners prefer, and what the interest level of learners aren’t questions that the goal attainment method poses.
A talent development professional needs to design an evaluation plan to assess a Teams performance on a project. As a part of the measurement process, what action should the talent development professional take before proceeding with designing the evaluation plan?
Develop evaluation design strategy.
Select and construct measurement tools.
Identify evaluation outcomes using assessment data. Use Kirkpatrick’s assessment to evaluate the plans effectiveness.
Identify evaluation outcome using assessment data.
Most evaluation models should ideally began with the process of determining the goals, objectives, and evaluation outcomes. Using Kirkpatricks for levels of evaluation, developing an evaluation design strategy, and selecting measurement tools are activities that should ideally be conducted after identifying evaluation outcomes.
A talent development professional recently delivered a learning solution for an organization to improve employees communication skills. The talent development professional now needs to evaluate the effectiveness of the solution. Which of these tools show the talent development professional used to conduct the evaluation?
Pilot testing.
Beta testing.
Stakeholder reviews.
Participant reaction forms.
Participate reaction forms.
In this scenario, summative evaluation should be used, as such evaluation occurs after the learning solution has been delivered. A participant reaction form is a tool that is used in summative evaluation. Stakeholder reviews, beta testing, and pilot testing are usually found in formative evaluation.
A talent development professional recommend to use a smile sheets and evaluation of a learning program. Which of Kirkpatricks four levels of evaluation is the talent development professional focusing on?
Level one reaction
level two learning
level three behavior
level four results
Level one reaction.
Smile sheets, which are also called reaction sheets, or a popular mechanism for evaluating the initial reaction to a learning program. Level two, which test learning, is typically evaluated through performance test. Level three, behavior, is evaluated through observation, manager assessment, and self assessment. Level four is evaluated on the basis of performance outcomes such as productivity measures, cost measures, and employee turnover.
A talent development professional is using Kirkpatrick’s four levels of evaluation model and analyzing a learning solution to improve leader ship skills in an organization. The talent development professional is currently monitoring the performance of the managers, analyzing how the managers apply the learning in the job, and assessing the managers knowledge transfer ability. Which of the four levels of evaluation is the talent development professional focusing primarily on?
Level one: reaction.
Level two: learning.
Level three: behavior.
Level four: knowledge
Level three: behavior. The talent development professional is evaluating the degree to which managers are able to apply what was learned from the program and the job. Level two focuses on measuring the degree to which learners acquire the required knowledge, skills, attitudes, confidence, and commitment; and level one measures the degree to which a learners find the program interesting, favorable, engaging, and relevant to the job. Knowledge is not one of Patrick’s four levels of evaluation.
A talent development professional needs to measure the monetary value of a learning solution. To measure the solutions value, the talent development professional is referring to six data types: reaction and plant action, learning, application and implementation, business impact, return on investment, and intangible measures. Which model is the town development professional using?
The Brinkerhoff case method.
Kirkpatricks four levels of evaluation.
The Phillips ROI method.
The balance scorecard approach.
The Phillips ROI method.
The talent development professional is using the Phillips ROI method that helps in determining the monetary value of a program. The Phillips ROI method involves the use of six data types: reaction and planned action, learning, application and implementation, business impact, ROI, and intangible measures. Kirkpatricks four levels of evaluation doesn’t focus primarily on monetary value of a learning solution. The Brinkerhoff case method and the balance scorecard approach did not categorize data into six sections Mentioned in this scenario.
A talent development professional is using the Brinkerhoff case method to identify the most and least successful cases in a program. The talent development professional has created an impact model that defines what success should look like for the program. What is the next step the talent development professional should take when using the Brinkerhoff case method?
Interviewing and documenting success cases. Designing and implementing a survey to search for best and worst cases.
Focusing and planning a successful case study.
Designing and implementing a survey to search for best and worst cases.
After creating an impact model, the talent development professional should design and implement a survey to search for best and worst cases. The five steps in the Brinkerhoff case method are: focusing and planning a success case study, creating an impact model that defines what success should look like, designing and implementing a survey to search for best and worst cases, interviewing and documenting success cases, and communicating findings, conclusions, and recommendations.
A talent development professional uses the balance scorecard approach to evaluate the effectiveness of a developmental solution to improve employee productivity. After the development solution has been implemented, the talent development professional assesses if the employees have a quired the relevant skills and knowledge. The effectiveness of which perspective of the balance scorecard approach is the talent development professional primarily measuring?
Innovation and learning perspective.
Financial perspective.
Customer perspective.
Internal business perspective
Innovation and learning perspective.
In this scenario, the talent development professional is measuring the effectiveness from an innovation and learning perspective. The innovation and learning perspective focuses on whether they use her again and they required skills and knowledge. The financial perspective focuses on whether a solution or initiative has a financial pay off. The internal business perspective focuses on whether a solution or initiative has an effect on the job. The customer perspective involves checking if a solution or initiative meet customers needs.
A talent development professional is working on improving an organizations operations through the illumination of defects, removal of waste, and improvement of products and services? Which of these evaluation methodologies is the talent development professional most likely to be using?
Culturally responsive evaluation.
Lean six Sigma.
Robinsons training for impact.
Human performance technology evaluation model.
Lean six Sigma.
The talent development professional is most likely using the lean six Sigma approach, which is a combination of the principles and tools of Lean and six Sigma. Lean six Sigma is a systematic method that improves an organizations operations, increases efficiency, and helps in meeting customers needs.
Atown development professional wants to conduct a survey to collect employees feedback on a newly implemented organizational process. The survey will offer employees a choice of responses to choose from for each question. The town development professional evaluate if a Likert ranking tool should be used in the survey. In this scenario, which action is a talent development professional performing?
Assessing the format that will be used to track results.
Evaluating the demographics for the survey. Checking to have a tool will be distributed.
Deciding what rating scale to use.
Deciding what rating scale to use.
When developing evaluation instruments, it is important for talent development professionals to determine the rating scale to be used. In this scenario, by assessing if a Likert tool should be using the survey, the talent development professional is deciding the rating scale. The other options do not indicate an assessment of a ranking tool.
Which statement best describes the validity of an evaluation tool?
Ensuring the evaluation instrument is flexible and adaptable.
Ensuring the results are consistent over a long period of time.
Ensuring the difficulty level for most of the test items is higher than average.
Ensuring an evaluation instrument measures what the instrument is intended to measure.
Insuring an evaluation instrument measures what the instrument is intended to measure.
Validity of an evaluation instrument means that the instrument must measure what it is intended to measure. Ensuring an evaluation instrument is flexible and adaptable at the difficulty level for most of the Test items is higher than average doesn’t describe validity. Reliability is the ability of the same measurement to provide consistent results over a period of time.
A talent development professional checks if an evaluation tool accurately covers a program subject matter and key takeaways. Which method is a talent development professional using to measure the validity of the tool?
Concurrent validity.
Criterion validity.
Predictive validity.
Content validity.
Content validity.
According to Jack Phillips (1998), one of the ways to determine if an instrument is valid is to check for content validity. Content validity refers to the extent to which an instrument accurately represents a programs text or content . Concurrent validity refers to extent to watch an instrument aligns with the results of other instruments administered at tentatively the same time to measure the same characteristics. Criterion validity refers to the stand to watch an assessment can predict or align with external constructs. Predictive validity refers to the extent to which an estimate can predict future results.
A talent development professional considers the effectiveness of an evaluation tool used to assess the skill sets of employees in an organization. The talent development professional evaluate how well the instrument represents the current skill sets of employees in an organization. Which method is a town development professional using to measure the validity of a valuation tool?
Concurrent validity.
Construct validity.
Predictive validity.
Content validity.
Construct validity.
Construct validity refers to the degree to which an instrument represents the variable that an instrument is supposed to measure, such as knowledge or skill or ability.
Content validity refers to the extent to which an instrument represents our programs content. Predictive validity is the extent to which an instrument can predict future behavior. Concurrent validity refers to the extent to which an instrument agrees with results of other instruments used at approximately the same time to measure the same characteristics.
Which is a difference between concurrent validity and predictive validity?
Concurrent validity predicts external constructs, whereas predictive validity does that.
Unlike concurrent validity, predictive validity focuses on other instruments administered at the same time. Unlike concurrent validity, predictive validity focuses on the correlation between an instrument and it’s criterion measure.
Predictive validity forecast future results, or as concurrent validity does not.
Predictive validity forecast future results, whereas concurrent validity does not.
Predictive validity refers to the extent to which an instrument can predict future behavior, whereas concurrent validity refers to the extent to which an instrument aligns with the results of other instruments used at tentatively the same time.
Criterion validity focuses on the correlation between an instrument and a criterion measure. Unlike concurrent validity, criterion validity refers to the extent to which an assessment can predict external constructs.
