Question 1

Which is an example of an objective evaluation of training results?
A) Trainees will pass a 10-question training exam.
B) Trainees will take a 10-question training exam.
C) Trainees will successfully complete a 10-question training exam.
D) Trainees will achieve a minimum score of eight correct answers on a 10-question training exam.

Accepted Answer

Option D provides a specific measurable goal for the training evaluation, which is a minimum score of eight correct answers on a 10-question exam. This is an objective evaluation as it provides a clear and measurable standard for success. Options A and C are not objective as they do not specify what constitutes passing or successful completion of the exam. Option B is incomplete as it only states that trainees will take the exam, but does not provide a measure of success.

Question 2

A training evaluation tool that is valid
A) yields consistent measurement results.
B) measures what it is supposed to measure.
C) is designed to minimize the time supervisors devote to training.
D) is designed to minimize the number employees who must be trained.

Accepted Answer

Validity in the context of training evaluation tools refers to the tool's ability to measure what it is supposed to measure. This means that if a tool is valid, it accurately assesses the effectiveness of the training in terms of the objectives it was supposed to achieve.

Question 3

The purpose of developing "fast-track" training programs is to
A) minimize training costs.
B) identify individuals who must be retrained.
C) identify individuals who are eligible for advanced training.
D) maximize the amount of time supervisors devote to training.

Accepted Answer

The purpose of developing "fast-track" training programs is to identify individuals who are eligible for advanced training. These programs are designed for individuals who have already demonstrated a high level of competency and potential in their jobs, allowing them to progress more quickly through the training process and be eligible for promotion or advancement sooner. While minimizing training costs may be a secondary benefit of such a program, the primary purpose is to identify and accelerate the development of high-potential individuals. Similarly, identifying individuals who need retraining would be a different type of program focused on addressing deficiencies, rather than accelerating growth, while maximizing supervisor time would not be the primary goal of a fast-track training program.

Question 4

When obtaining feedback from trainees regarding their views of a specific training program, it is best that the feedback be
A) obtained from all future program trainees.
B) given anonymously and by unidentified trainees.
C) provided to trainees as a checklist of likes and dislikes.
D) obtained from trainees in interviews utilizing close-ended questions.

Accepted Answer

It is important for the feedback to be anonymous and provided by unidentified trainees in order to ensure honest and constructive criticism. This will help identify areas for improvement in the training program.

Question 5

How many times must an evaluation tool be administered when a trainer utilizes a pre-test/ post-test approach to assess training effectiveness?
A) 1
B) 2
C) 3
D) 4

Accepted Answer

A pre-test/post-test approach requires two administrations of the evaluation tool: once before the training to establish a baseline and once after the training to compare results and determine effectiveness.

Quiz 7: Delivering and Evaluating Training Programs

Which is an example of an objective evaluation of training results?

A training evaluation tool that is valid

The purpose of developing "fast-track" training programs is to

When obtaining feedback from trainees regarding their views of a specific training program, it is best that the feedback be

How many times must an evaluation tool be administered when a trainer utilizes a pre-test/ post-test approach to assess training effectiveness?