CHSE Exam Questions and Answers with Rationale.
Kirkpatrick Level 1 - Correct Answer level 1: Reaction
This level measures how your trainees (the people being trained), reacted to the
training. Obviously, you want them to feel that the training was a valuable experience,
and you want them to feel good about the instructor, the topic, the material, its
presentation, and the venue.
It's important to measure reaction, because it helps you understand how well the
training was received by your audience. It also helps you improve the training for future
trainees, including identifying important areas or topics that are missing from the
training.
Kirkpatrick Level 2 - Correct Answer Level 2: Learning
At level 2, you measure what your trainees have learned. How much has their
knowledge increased as a result of the training?
When you planned the training session, you hopefully started with a list of specific
learning objectives: these should be the starting point for your measurement. Keep in
mind that you can measure learning in different ways depending on these objectives,
and depending on whether you're interested in changes to knowledge, skills, or attitude.
It's important to measure this, because knowing what your trainees are learning and
what they aren't will help you improve future training.
Kirkpatrick Level 3 - Correct Answer Level 3: Behavior
At this level, you evaluate how far your trainees have changed their behavior, based on
the training they received. Specifically, this looks at how trainees apply the information.
It's important to realize that behavior can only change if conditions are favorable. For
instance, imagine you've skipped measurement at the first two Kirkpatrick levels and,
when looking at your group's behavior, you determine that no behavior change has
taken place. Therefore, you assume that your trainees haven't learned anything and that
the training was ineffective.
However, just because behavior hasn't changed, it doesn't mean that trainees haven't
learned anything. Perhaps their boss won't let them apply new knowledge. Or, maybe
they've learned everything you taught, but they have no desire to apply the knowledge
themselves.
Kirkpatrick Level 4 - Correct Answer Level 4: Results
, At this level, you analyze the final results of your training. This includes outcomes that
you or your organization have determined to be good for business, good for the
employees, or good for the bottom line.
Reliability v. validity - Correct Answer Reliability is the degree to which an assessment
tool produces stable and consistent results.
Validity refers to how well a test measures what it is purported to measure.
Why is it necessary?
While reliability is necessary, it alone is not sufficient. For a test to be reliable, it also
needs to be valid. For example, if your scale is off by 5 lbs, it reads your weight every
day with an excess of 5lbs. The scale is reliable because it consistently reports the
same weight every day, but it is not valid because it adds 5lbs to your true weight. It is
not a valid measure of your weight.
Kolbs Cycle of Experiential Learning - Correct Answer David Kolb published his learning
styles model in 1984 from which he developed his learning style inventory.
Kolb's experiential learning theory works on two levels: a four-stage cycle of learning
and four separate learning styles. Much of Kolb's theory is concerned with the learner's
internal cognitive processes.
Kolb states that learning involves the acquisition of abstract concepts that can be
applied flexibly in a range of situations. In Kolb's theory, the impetus for the
development of new concepts is provided by new experiences.
"Learning is the process whereby knowledge is created through the transformation of
experience"
1. Concrete Experience - (a new experience or situation is encountered, or a
reinterpretation of existing experience).
2. Reflective Observation of the new experience. (of particular importance are any
inconsistencies between experience and understanding).
3. Abstract Conceptualization(reflection gives rise to a new idea, or a modification of an
existing abstract concept).
4. Active Experimentation (the learner applies them to the world around them to see
what results).
Effective learning is seen when a person progresses through a cycle of four stages: of
(1) having a concrete experience followed by (2) observation of and reflection on that
Kirkpatrick Level 1 - Correct Answer level 1: Reaction
This level measures how your trainees (the people being trained), reacted to the
training. Obviously, you want them to feel that the training was a valuable experience,
and you want them to feel good about the instructor, the topic, the material, its
presentation, and the venue.
It's important to measure reaction, because it helps you understand how well the
training was received by your audience. It also helps you improve the training for future
trainees, including identifying important areas or topics that are missing from the
training.
Kirkpatrick Level 2 - Correct Answer Level 2: Learning
At level 2, you measure what your trainees have learned. How much has their
knowledge increased as a result of the training?
When you planned the training session, you hopefully started with a list of specific
learning objectives: these should be the starting point for your measurement. Keep in
mind that you can measure learning in different ways depending on these objectives,
and depending on whether you're interested in changes to knowledge, skills, or attitude.
It's important to measure this, because knowing what your trainees are learning and
what they aren't will help you improve future training.
Kirkpatrick Level 3 - Correct Answer Level 3: Behavior
At this level, you evaluate how far your trainees have changed their behavior, based on
the training they received. Specifically, this looks at how trainees apply the information.
It's important to realize that behavior can only change if conditions are favorable. For
instance, imagine you've skipped measurement at the first two Kirkpatrick levels and,
when looking at your group's behavior, you determine that no behavior change has
taken place. Therefore, you assume that your trainees haven't learned anything and that
the training was ineffective.
However, just because behavior hasn't changed, it doesn't mean that trainees haven't
learned anything. Perhaps their boss won't let them apply new knowledge. Or, maybe
they've learned everything you taught, but they have no desire to apply the knowledge
themselves.
Kirkpatrick Level 4 - Correct Answer Level 4: Results
, At this level, you analyze the final results of your training. This includes outcomes that
you or your organization have determined to be good for business, good for the
employees, or good for the bottom line.
Reliability v. validity - Correct Answer Reliability is the degree to which an assessment
tool produces stable and consistent results.
Validity refers to how well a test measures what it is purported to measure.
Why is it necessary?
While reliability is necessary, it alone is not sufficient. For a test to be reliable, it also
needs to be valid. For example, if your scale is off by 5 lbs, it reads your weight every
day with an excess of 5lbs. The scale is reliable because it consistently reports the
same weight every day, but it is not valid because it adds 5lbs to your true weight. It is
not a valid measure of your weight.
Kolbs Cycle of Experiential Learning - Correct Answer David Kolb published his learning
styles model in 1984 from which he developed his learning style inventory.
Kolb's experiential learning theory works on two levels: a four-stage cycle of learning
and four separate learning styles. Much of Kolb's theory is concerned with the learner's
internal cognitive processes.
Kolb states that learning involves the acquisition of abstract concepts that can be
applied flexibly in a range of situations. In Kolb's theory, the impetus for the
development of new concepts is provided by new experiences.
"Learning is the process whereby knowledge is created through the transformation of
experience"
1. Concrete Experience - (a new experience or situation is encountered, or a
reinterpretation of existing experience).
2. Reflective Observation of the new experience. (of particular importance are any
inconsistencies between experience and understanding).
3. Abstract Conceptualization(reflection gives rise to a new idea, or a modification of an
existing abstract concept).
4. Active Experimentation (the learner applies them to the world around them to see
what results).
Effective learning is seen when a person progresses through a cycle of four stages: of
(1) having a concrete experience followed by (2) observation of and reflection on that
