HRM498T Week 2 Apply Assignment

1. What is the major difference between training and education?

   Training provides more general knowledge Education is more closely related to learning a particular job Education refers more to acquiring specific skills Training narrows the range of responses while education broadens the range

2. Studies show that the people most likely to be chosen to participate in a training program are ________.

   Those who have had fewer training opportunities in the past Those with the lowest skill levels Those who have already had the most training Those who are most in need of the training

3. According to the systems model of training, when should the criteria for evaluating a training program be developed?

   While the training program is being conducted and monitored After the training method has been selected but before the training has been conducted After the training has been completed and the results have been documented After the training objectives have been established but before the training method is selected

4. In assessing training needs, what is the examination of how well employees are performing their jobs and which employees are having trouble?

   A task analysis An individual analysis An operational analysis An organizational analysis

5. What is the best reason for presenting a training program?

   It will alleviate concern about federal agency pressure It is used by a company’s competitors It contributes to the organization’s goals and objectives It has been highly advertised

6. Which of the following would be considered an indirect cost when analyzing the cost/benefit of a training program?

   The training materials Lost production time The cost of the facility The included meals

7. What is the training needs analysis that focuses on assessing the standards of behaviors necessary to perform a given job?

   A personnel analysis A task analysis A job specification An organizational analysis

8. The four criteria proposed for evaluating training programs include reactions, learning, results, and ________.

   Motivation Attitudes Feedback Behavior

9. If evaluators compare the company’s absenteeism and turnover rates from before and after a training program, which type of criteria are the evaluators using?

   Learning Results Reactions Behaviors

10. What is the major shortcoming of the case study experimental design?

    The experiment must occur in a natural setting, which isn’t always convenient Performance differences may be due to sensitizing effects of the pretest It provides no previous measure with which to compare performance The randomized groups produce erratic results

11. Which of the following research designs is most susceptible to sensitizing effects of the pretest?

    Pretest-post-test control group design Pretest-post-test comparison Post-test only design Solomon four-group design

12. How does the internal referencing strategy improve the usefulness of the pretest-post-test design?

    By including both relevant and irrelevant questions By holding out a control group By comparing scores only with members of the same group By administering the pre-test and the post-test simultaneously

13. Which of the following statements is true of the Solomon four-group design?

    Just two groups are given the post-test All four groups are given the pre-test All four groups receive the training Participants are randomly assigned to groups

14. Which of the following illustrates using results as a criteria for evaluating a supervisory training program?

    A frequency count of how often the supervisors praised or disciplined their subordinates over the next 8 weeks A 10-item questionnaire asking the supervisors to evaluate the results of the training An interpersonal relations rating scale completed by the subordinates of each supervisor A measure of turnover, productivity improvement, and grievances in each supervisor’s department

15. Which of the following is an example of the Hawthorn Effect?

    Employees are randomly assigned to experimental groups but end up with their friends anyway Employees score better on both relevant questions and irrelevant questions Employees’ performance on a post-test is influenced by exposure to the pre-test Employees work faster because they know that researchers are watching them

16. While a trainer is trying to evaluate the effectiveness of a one-week training program on communication using a pre-test/post-test comparison, an international incident occurs because of a communication breakdown. This confounding event creates a competing explanation, which is referred to in the experimental literature as ________.

    History International bias Maturation The Hawthorne effect

17. What does the A stand for in the ADDIE model of training?

    Appraise—compare training program results to the course objectives Assignment—Deliver the training program to the target audience Assessment—gather data and identify discrepancies between actual performance and desired performance Advancement—create training materials or purchase materials and modify them to meet objectives

18. What is the method that uses a combination of relevant and irrelevant questions to evaluate how well training increased learning?

    A control group design A relevance analysis An internal referencing strategy A multiple baseline scheme

19. Which of the following is the best research design for evaluating a training program?

    A case study The Solomon four-group design The pre-test/post-test design using two established groups-one assigned as the experimental group and one as the control group The pre-test/post-test comparison using one group

20. Interviews, performance tests, and surveys are all ways to collect data to evaluate ________.

    Talent management Training effectiveness Training development Talent recruitment

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