Question : 71. Training evaluation that uses observation, work-samples, and ratings to measure : 1251039

71. Training evaluation that uses observation, work-samples, and ratings to measure behaviors is called: 
A. skill-based outcomes.
B. results outcomes.
C. affective outcomes.
D. cognitive outcomes.

Training outcomes can be categorized as cognitive outcomes, skill-based outcomes, affective outcomes, results, and return on investment.

72. Transfer of training is best assessed by which types of training evaluation? 
A. Affective and content outcomes
B. Cognitive and behavior outcomes
C. Results and learning outcomes
D. Skill-based and results outcomes

Skill-based, affective, and results outcomes measured following training can be used to determine transfer of training.

73. Being unable to rule out the effects of business conditions or other factors as explanations for change is a disadvantage of the: 
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. pretest only with comparison group evaluation design.

In general, designs that use pretraining and posttraining measures of outcomes and include a comparison group reduce the risk that factors other than training itself are responsible for the evaluation results.

74. An appropriate design to be used when trainees can be expected to have similar levels of skills or knowledge prior to training is: 
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. posttest only evaluation design.

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with comparison group, Pretest/posttest with comparison group and Time series.

75. When training outcome measures are collected at periodic intervals before and after training, which one of the following evaluation designs is being used? 
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with comparison group, Pretest/posttest with comparison group and Time series.

76. Which of the following is not a factor to be considered in choosing an evaluation design? 
A. Experience level of the trainer
B. Size of the training program
C. Purpose of training
D. Implications if a training program does not work

The factors need to be considered in choosing a training program are Size of the training program, Purpose of training, Implications if a training program does not work, Company norms regarding evaluation, Costs of designing and conducting an evaluation and Need for speed in obtaining program effectiveness information.

77. What type of evaluation design is necessary if a manager wants to compare the effect of two training programs? 
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with comparison group, Pretest/posttest with comparison group and Time series.

78. _____ is the process of determining the economic benefits of a training program using accounting methods. 
A. Income training analysis
B. Asset-liability analysis
C. Profitability analysis
D. Cost-benefit analysis

Cost-benefit analysis involves determining training costs and benefits.

79. _____ training programs assess the benefits for a small group of trainees before a company commits more resources. 
A. Cost-assessment
B. Collaborative
C. Pilot
D. Team leader

Pilot training program may help identify the benefits of training.

80. Which of the following is not one of steps in calculating the return on investment? 
A. Identify outcomes
B. Obtain the operational results from training
C. Calculate the total savings
D. Determine the inconsistencies in the program

The steps in calculating the return on investment are-Identifying outcomes, Placing a value on the outcomes, Determining the change in performance, Obtaining an annual amount of benefits, Determining the training costs, Calculating the total savings and Calculating the ROI by dividing benefits.