Evaluating Impact Post Assessment

Evaluating Impact Post Assessment

Professional Development

18 Qs

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Evaluating Impact Post Assessment

Evaluating Impact Post Assessment

Assessment

Quiz

Professional Development

Professional Development

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Created by

Walid Hussain

Used 4+ times

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18 questions

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1.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

Employees in a sales team attend a training program on developing effective communication skills. After the program, a talent development professional asks managers of the sales team members to complete an assessment. The assessment asks questions that help to evaluate if the employees were able to apply what was learned in the program in day-to-day work. Which of Kirkpatrick's Four Levels of Evaluation is the talent development professional primarily focusing on?

Level 1

Level 2

Level 3

Level 4

Answer explanation

Level 3 measures the extent to which employees are able to apply program content when on the job. Level 3 could be assessed through observation, manager assessment, and self-assessment.

2.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

A talent development professional works in an organization that addresses complicated social issues through social innovation and change initiatives. The organization mostly operates in complex and uncertain environments. The talent development professional has been assigned the task of evaluating the effectiveness of a recently delivered learning solution. Which evaluation approach should the talent development professional use that’ll best help to deal with the constant flux in the organization’s environment?

Developmental evaluation

Return on expectations

Total quality management (TQM)

Human Performance Technology (HPT) Evaluation Model

Answer explanation

Development evaluation is useful in complex or uncertain environments such as innovation, radical program redesign, or crises.

3.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

A talent development professional needs to evaluate the success of a learning curriculum. The talent development professional decides to use an evaluation method that is based on the curriculum’s goals and chooses the Ralph Tyler’s Goal Attainment Method. In order to use the approach effectively, which of these actions should the talent development professional take?

Use five key steps: focusing and planning a case study, creating an impact model, implementing a survey for best and worst cases, documenting success cases, communicating findings.

Use four levels of evaluation: reaction, learning, behavior, and results.

Measure effectiveness from four perspectives: the customer perspective, the innovation and learning perspective, the internal business perspective, and the financial perspective.

Ask four questions: What objectives should learners meet?; What learning activities will help learners to meet objectives?; How should the curriculum be organized?; and How should learner achievement be assessed?

Answer explanation

Ralph Tyler’s Goal Attainment Method poses four questions: What goals should learners achieve?; What learning activities will help learners to achieve goals?; How should the curriculum be organized?; and How should learner achievement be evaluated?

4.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

What is a difference between summative and formative evaluation?

Unlike formative evaluation, summative evaluation takes place after a talent development solution has been implemented.

Unlike formative evaluation, summative evaluation’s primary purpose is to improve the draft learning program.

Unlike summative evaluation, formative evaluation uses participant reaction forms and stakeholder satisfaction surveys.

Unlike summative evaluation, formative evaluation focuses on the impact of talent development solutions.

Answer explanation

As opposed to formative evaluation, summative evaluation takes place after a talent development solution has been implemented.

5.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

An organization sees an increase in sales after the implementation of a training program that aimed to improve knowledge-sharing practices between the sales and marketing teams. A talent development professional is tasked with determining whether the increase in sales could be attributed to the training program. To do this, the talent development professional isolates the effects of the training through a trend-line analysis. Which method of evaluation is the talent development professional most likely to be using?

The Brinkerhoff Case Method

The Phillips ROI Model

Kirkpatrick's Return on Expectations

The Balanced Scorecard Approach

Answer explanation

The Phillips ROI Model involves a step to isolate the effects of training, which helps to determine whether the training caused the expected results.

6.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

A talent development professional is using the Brinkerhoff Case Method to examine the impact of recently implemented organizational solutions. The talent development professional has completed the planning of a successful case study. What is the next step the talent development professional should take?

Design and implement a survey to search for best and worst cases.

Interview and document success cases.

Communicate findings and recommendations

Create an “impact model” that defines what success should look like.

Answer explanation

After planning a successful case study, the talent development professional should create an “impact model” that defines what success should look like.

7.

MULTIPLE CHOICE QUESTION

1 min • 1 pt

What percentage is generally considered adequate for a test’s reliability coefficient?

At or above 75 percent

Above 35 percent

Above 50 percent

At or above 45 percent

Answer explanation

At or above 75 percent is generally considered adequate for a test’s reliability coefficient.

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