Your Submission:
Submission
(91.43%)
Score:
Grade Time: Dec 03 at 13:03
Submitted On: Dec 03 at 13:03
1. What performance deficiencies can be resolved through job training?
o Inefficient organizational or task structure
o Insufficient effort
o A lack of ability
o Inadequate job knowledge or skill
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
2.5: Assessing Training Needs
2. All except which of the following are criteria for evaluating training programs?
o Learning
o Attitude
o Results
o Reactions
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
3.3: Criteria for Evaluating Training
3. Which of the following is a poor research design for evaluating training programs?
o Post-test-only control group design
o Pretest-post-test control group design
o Time-series design
o Post-test-only design
, FEEDBACK
(100.0%)
4. The Philips’ criteria for training evaluation emphasize the importance of focusing on
________, which explain how the skills gained in a training program will be applied
by the trainees on the job, and ________, which describe how the application of the
new skills by the trainees will impact the organization.
o Application objectives; utility analysis
o Return on investment; utility analysis
o Return on investment; impact objectives
o Application objectives; impact objectives
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
3.3: Criteria for Evaluating Training
5. Which of the following is a quasi-experimental design for evaluating training
programs?
o Time-series design
o Solomon four-group design
o Pretest–post-test control-group design
o Post-test-only design
FEEDBACK
(0.0%)
The time-series design and the separate sample pretest–
post-test control group design are called quasi-
experimental designs because they occur in a natural
setting where you can introduce an experimental change
and collect data, but you do not have complete control
over the experimental setting.
Submission
(91.43%)
Score:
Grade Time: Dec 03 at 13:03
Submitted On: Dec 03 at 13:03
1. What performance deficiencies can be resolved through job training?
o Inefficient organizational or task structure
o Insufficient effort
o A lack of ability
o Inadequate job knowledge or skill
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
2.5: Assessing Training Needs
2. All except which of the following are criteria for evaluating training programs?
o Learning
o Attitude
o Results
o Reactions
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
3.3: Criteria for Evaluating Training
3. Which of the following is a poor research design for evaluating training programs?
o Post-test-only control group design
o Pretest-post-test control group design
o Time-series design
o Post-test-only design
, FEEDBACK
(100.0%)
4. The Philips’ criteria for training evaluation emphasize the importance of focusing on
________, which explain how the skills gained in a training program will be applied
by the trainees on the job, and ________, which describe how the application of the
new skills by the trainees will impact the organization.
o Application objectives; utility analysis
o Return on investment; utility analysis
o Return on investment; impact objectives
o Application objectives; impact objectives
FEEDBACK
(100.0%)
Found in the following section(s) of the text:
3.3: Criteria for Evaluating Training
5. Which of the following is a quasi-experimental design for evaluating training
programs?
o Time-series design
o Solomon four-group design
o Pretest–post-test control-group design
o Post-test-only design
FEEDBACK
(0.0%)
The time-series design and the separate sample pretest–
post-test control group design are called quasi-
experimental designs because they occur in a natural
setting where you can introduce an experimental change
and collect data, but you do not have complete control
over the experimental setting.
