Managing Performance Through Training And Development 6th Edition By Saks – Test Bank

Chapter 11: Training Evaluation

TRUE/FALSE

1. Training evaluation is a process that helps organizations determine if expected training outcomes actually materialize.

ANS: T PTS: 1 REF: 325

2. Training evaluation is basically a single procedure focused on the level of satisfaction reported by trainees after training.

ANS: F PTS: 1 REF: 325

3. Training evaluation is undertaken for a variety of reasons. Some of the most salient reasons include identifying the costs and benefits of a particular training initiative and determining if expected training outcomes materialized.

ANS: T
The other 4 explanations would also be correct – page 326

PTS: 1 REF: 325|326

4. The American Society for Training and Development reported that organizations rarely perform any kind of training evaluation.

ANS: F PTS: 1 REF: 326

5. Those organizations that perform training evaluations tend to focus their metrics on job performance improvements as a direct result of training.

ANS: F
Evaluations tend to be measure trainee reactions to the training (like, dislike etc.)

PTS: 1 REF: 326

6. Evaluating training programs requires knowledge about research design, measurements, and data analysis.

ANS: T PTS: 1 REF: 328

7. Decisions to evaluate training programs are often made as a direct result of senior management requests.

ANS: T PTS: 1 REF: 328

8. Formative evaluations provide data about the worthiness or effectiveness of a training program.

ANS: F PTS: 1 REF: 330

9. Descriptive and causal evaluations measure basically the same outcome.

ANS: F PTS: 1 REF: 330

10. The COMA model and the Decision-Based Evaluation model are the most widely used training evaluation methods.

ANS: F PTS: 1 REF: 330

11. Kirkpatrick’s hierarchical model has four levels. Recently, Kirkpatrick replaced the fourth level with a measurement of return on investment.

ANS: F
The fourth level still measures results; ROI was added

PTS: 1 REF: 331