Evaluating Training Effectiveness

1. 1. What is the primary purpose of evaluating training programs?

• • To confirm training attendance

• • To measure cost only

• • To assess training impact and improvement areas

• • To promote trainers

2. 2. Which level of Kirkpatrick’s model focuses on measuring participants' reactions to the training?

• • Level 1

• • Level 2

• • Level 3

• • Level 4

3. 3. Which of the following is a method to measure learning outcomes in training?

• • Participant surveys

• • Pre- and post-training tests

• • Behavioral observation

• • ROI calculation

4. 4. In the Phillips ROI Model, which additional level is introduced beyond Kirkpatrick’s model?

• • Reaction

• • Learning

• • Financial ROI

• • Behavior

5. 5. What does Level 3 of Kirkpatrick’s model measure?

• • Reaction to training

• • Learning of new skills

• • Behavior change on the job

• • ROI of the program

6. 6. Kirkpatrick’s Level 2 measures the knowledge and skills acquired by participants during training.

• True

• False

7. 7. Evaluating training at the Reaction level alone is sufficient for a full understanding of effectiveness.

• True

• False

8. 8. Behavior changes measured after training indicate whether participants apply learned skills on the job.

• True

• False

10. 9. Which of the following is NOT a benefit of evaluating training programs?

• • Identifying training needs

• • Improving future training

• • Justifying training costs

• • Reducing employee engagement

11. 10. How can organizations ensure effective training evaluation?

• • By only focusing on participant feedback

• • By using a combination of evaluation methods

• • By avoiding post-training assessments

• • By limiting evaluations to Level 1