WorksheetsTraining Evaluation & Impact 2
Total questions: 10
Worksheet time: 10mins
A talent development professional wants to conduct a survey to collect employees’ feedback on a newly implemented organizational process. The survey will offer employees a choice of responses to choose from for each question. The talent development professional evaluates if a Likert ranking tool should be used in the survey. In this scenario, which action is the talent development professional performing?
Deciding what rating scale to use
Evaluating the demographics for the survey
Assessing the format that will be used to track results
Checking how the tool will be distributed
Which statement best describe the validity of an evaluation tool?
Ensuring the results are consistent over a long period of time
Ensuring the difficulty level for most of the test items is higher than average
Ensuring an evaluation instrument measures what the instrument is intended to measure
Ensuring the evaluation instrument is flexible and adaptable
A talent development professional checks if an evaluation tool accurately covers a program’s subject matter and key takeaways. Which method is the talent development professional using to measure the validity of the tool?
Concurrent validity
Criterion validity
Predictive validity
Content validity
A talent development professional considers the effectiveness of an evaluation tool used to assess the skill sets of employees in an organization. The talent development professional evaluates how well the instrument represents the current skill sets of employees in an organization. Which method is the talent development professional using to measure the validity of the evaluation tool?
Predictive validity
Concurrent validity
Content validity
Construct validity
Which is a difference between concurrent validity and predictive validity?
Predictive validity forecasts future results, whereas concurrent validity does not.
Unlike concurrent validity, predictive validity focuses on other instruments administered at the same time.
Concurrent validity predicts external constructs, whereas predictive validity does not.
Unlike concurrent validity, predictive validity focuses on the correlation between an instrument and its criterion measure.
A talent development professional develops an assessment to test employees’ written communication skills. How can the talent development professional check the level of difficulty of the test?
Assessing and finalizing the format of the assessment
Checking if the assessment’s items can be easily answered by most employees
Identifying whether the test is interactive and engaging to employees
Assessing if the test will be taken by a majority of the targeted group of employees
A talent development professional develops a survey to collect employees’ feedback on a newly introduced workflow. Which of these actions should the talent development professional take to ensure that the survey is effective?
Ask multiple, complex questions at a time.
Write clear instructions for the survey.
Ensure the survey is as detailed as possible.
Ask leading questions to assist understanding.
A talent development professional conducts an interview with an employee to gather information on a completed project that did not meet the defined objectives. For the interview to be effective, which action should the talent development professional take?
Identify the specific information that is needed.
Ask multiple, complex questions at a time.
Ask leading questions to get more information.
Avoid probing for missing information.
Which instrument is most often used for observation of on-the-job performance to determine if skills have improved?
Interviews
Questionnaires
Checklists
Focus groups
A talent development professional is assessing an employee’s work while the employee performs regular, day-to-day activities of the job. The talent development professional is evaluating the employee’s skills on various tasks. Which method of data collection is the talent development professional using?
Interview
Focus group
Observation
