Chapter 6

Question 1

refers to the benefits that the company and the trainees receive from training. Benefits for trainees include learning new skills or behaviors. Benefits for company includes increased sales and more satisfied customers.

Answer 1

training effectiveness

Question 2

refers to measures that the trainer and the company use to evaluate training programs.

Answer 2

training outcomes / criteria

Question 3

refers to the process of collecting the outcomes needed to determine whether training is effective.

Answer 3

training evaluation

Question 4

refers to the collection of information that will be used to determine the effectiveness of the training program.

Answer 4

evaluation design

Question 5

refers to the evaluation of training that takes place during program design and development.

Answer 5

formative evaluation

Question 6

refers to the process of previewing the training program with potential trainees and managers or with other customers.

Answer 6

pilot testing

Question 7

refers to an evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program.

Answer 7

summative evaluation

Question 8

refers to trainees’ perceptions of the program, including the facilities, trainers, and content.

Answer 8

reaction outcomes

Question 9

are used to determine the degree to which trainees are familiar with the principles, facts, techniques, procedures, and processes emphasized in the training program.

Answer 9

cognitive outcomes

Question 10

are used to assess the level of technical or motor skills and behaviors.

Answer 10

skill based outcomes

Question 11

outcomes that include attitudes and motivation.

Answer 11

affective outcomes

Question 12

are used to determine the training program’s payoff for the company.

Answer 12

results

Question 13

refers to comparing the training’s monetary benefits with the const of the training. Referred to as level 5 evaluation.

Answer 13

return on investment (ROI)

Question 14

costs that include salaries and benefits for all employees involved in training, including trainees, instructors, consultants, and employees who design the program; program materials and supplies; equipment or classroom rentals or purchases; and travel costs.

Answer 14

direct costs

Question 15

costs that are not related directly to the design, development, or delivery of the training program.

Answer 15

indirect costs

Question 16

these are the value that the company gains from the training program.

Answer 16

benefits

Question 17

refers to the extent to which training outcomes are related to the learned capabilities emphasized in the training program.

Answer 17

criteria relevance

Question 18

refers to the extent that training outcomes measure inappropriate capabilities or are affected by extraneous conditions

Answer 18

criterion contamination

Question 19

refers to the failure to measure training outcomes that were emphasized in the training objectives.

Answer 19

criterion deficiency

Question 20

refers to the degree to which outcomes can be measured consistently over time.

Answer 20

reliability

Question 21

refers to the degree to which trainees’ performance on the outcome actually reflects true differences in performance.

Answer 21

discrimination

Question 22

refers to the ease with which the outcome measures can be collected.

Answer 22

practicality

Question 23

refers to factors that will lead an evaluator to question either the believability of the study results or the extent to which the evaluation results are generalizable to other groups of trainees and situations.

Answer 23

threats to validity

Question 24

refers to the believability of study results.

Answer 24

internal validity

Question 25

refers to the generalizability of the study results to other groups and situations.

Answer 25

external validity

Question 26

a baseline measure of the training outcome.

Answer 26

pre-training measure

Question 27

a measure of outcomes taken after training is taken.

Answer 27

post-training measure

Question 28

refers to a group of employees who participate in the evaluation study but do not attend the training program.

Answer 28

a comparison group

Question 29

refers to employees in an evaluation study performing at a high level simply because of the attention they are receiving.

Answer 29

Hawthorne Effect

Question 30

refers to assigning employees to the training or comparison group on the basis of chance alone.

Answer 30

random assignment

Question 31

refers to an evaluation design in which only post training outcomes are collected.

Answer 31

post-test only

Question 32

refers to an evaluation design in which both pre training and post training outcomes measures are collected.

Answer 32

pre-test / post-test

Question 33

refers to an evaluation design that includes trainees and a comparison group.

Answer 33

pre-test / post-test with comparison group

Question 34

refers to an evaluation design in which training outcomes are collected at periodic intervals both before and after training.

Answer 34

time series

Question 35

refers to a time period in which participants no longer receive training intervention.

Answer 35

reversal

Question 36

design combines the pre-test / post-test comparison group and the post test only control group design.

Answer 36

Solomon four-group

Question 37

in this situation is the process of determining the economic benefits of a training program using accounting methods that look at training costs and benefits.

Answer 37

cost-benefit analysis

Question 38

is a cost-benefit analysis method that involves assessing the dollar value of training based on estimates of the difference in job performance between trained and untrained employees, the number of individuals trained, the length of time a training program is expected to influence performance, and the variability in job performance in the untrained group of employees.

Answer 38

utility analysis

Question 39

refers to the process through which evaluation demonstrates to key business stake holders that their training expectations have been satisfied.

Answer 39

return on expectations (ROE)

Question 40

refers to concrete examples of the impact of training that show how learning has led to results that the company finds worthwhile and the managers find credible.

Answer 40

success cases

Question 41

refers to the practice of using quantitative methods and scientific methods to analyze data from human resources databases, corporate financial statements, employee surveys, and other datasources to make evidence based decisions and show that human resource practices influence important company metrics.

Answer 41

workforce analytics

Question 42

refers to a computer interface designed to receive and analyze the data from departments within the company to provide information to managers and other decision makers.

Answer 42

dashboard