Training Methods & Evaluation Flashcards
Which of the following is NOT one of Kirkpatrick’s (1998) four levels of training program evaluation?
A. results
B. reaction
C. application
D. learning
Answer C is correct. Kirkpatrick’s (1998) evaluation model distinguishes between four levels of training program evaluation that are arranged in order from least to most informative: reaction, learning, behavior, and results.
Which of the following best describes mentoring and coaching?
A. Both focus primarily on the acquisition of skills and knowledge but mentoring is more formal and task-oriented.
B. Both focus primarily on career development but coaching is more informal and relationship-oriented.
C. Mentoring focuses primarily on the acquisition of skills and knowledge, while coaching focuses primarily on career development.
D. Mentoring focuses primarily on career development, while coaching focuses primarily on the acquisition of skills and knowledge.
Answer D is correct. In contrast to mentoring, coaching is more performance (versus career) focused and more formal and task (versus relationship) oriented.
Vestibule training is a type of:
A. job rotation.
B. cross-training.
C. simulation training.
D. mentoring.
Answer C is correct. Vestibule training is a type of simulation training that allows trainees to acquire skills using the actual machinery or equipment they’ll use on-the-job. It’s useful when on-the-job training would be too costly or dangerous.
As described by the full-scope evaluation model (Dessinger & Moseley, 2010), which of the following is true about summative evaluation?
A. It’s conducted during training program development to determine if any changes are needed to meet the program’s goals.
B. It’s conducted immediately after a training program is delivered to determine if the program has achieved its goals.
C. It’s conducted several months after a training program is delivered to evaluate its long-term effects on the trainees and the organization.
D. It’s conducted during training program development and after the program is delivered to evaluate the adequacy of the evaluation process
Answer B is correct. The Dessinger-Moseley full-scope evaluation model distinguishes between four types of training program evaluation – formative, summative, confirmative, and meta. A summative evaluation is conducted soon after a training program is delivered to assess its immediate effects.
Which of the following is useful for ensuring that trainees will learn and retain newly acquired behaviors and be able to perform them successfully with little conscious effort?
A. distributed practice
B. massed practice
C. overtraining
D. overlearning
Answer D is correct. Overlearning refers to practicing a new behavior beyond the point of mastery. It results in automaticity, which occurs when the behavior can be performed with little conscious effort or awareness.
An organizational psychologist would conduct a(n) __________ to identify a company’s training needs.
A. needs analysis
B. competency analysis
C. job analysis
D. operations analysis
Answer A is correct. A needs analysis is also known as a needs assessment and is conducted to identify training needs.
A summative evaluation report is least likely to include information on the results of which of the following?
A. evaluability evaluation
B. economic evaluation
C. impact evaluation
D. outcome evaluation
Answer A is correct. Economic evaluation, impact evaluation, and outcome evaluation are components of a summative evaluation, while an evaluability evaluation is part of a formative evaluation. Consequently, information obtained from an evaluability evaluation is least likely to be included in a summative evaluation report.
When creating a training program, it’s important to keep in mind that:
A. massed practice and whole-task training are more effective than distributed practice and part-task training for most tasks.
B. distributed practice and part-task training are more effective than massed practice and whole-task training for most tasks.
C. distributed practice is usually more effective than massed practice, but the effectiveness of whole- versus part-task training depends on the type of task.
D. whole-task training is usually more effective than part-task training, but the effectiveness of distributed versus massed practice depends on the type of task.
Answer C is correct. For most tasks, distributed (spaced) practice is more effective than massed practice. However, the effectiveness of whole-task versus part-task training depends on the nature of the task.
