List - I List - II a. Results i. Document the learner's immediate response to the training. b. Learning ii. Note supervisor's reactions to learner's performance following completion of the training. c. Reaction iii. Use feedback devices or pre and post tests to measure what learners have actually gained. d. Behaviour iv. Determine the level of improvement in job performance
Training Evaluation Matching Solution
Matching List-I with List-II
This question requires matching the different levels of training evaluation (List-I) with their corresponding measurement methods or outcomes (List-II). The standard framework often relates to the Kirkpatrick Model.
- a. Results corresponds to iv. Determine the level of improvement in job performance. Results measure the ultimate impact and tangible outcomes of the training on the organization or job.
- b. Learning corresponds to iii. Use feedback devices or pre and post tests to measure what learners have actually gained. Learning focuses on the increase in knowledge, skills, or attitudes acquired during the training.
- c. Reaction corresponds to i. Document the learner's immediate response to the training. Reaction measures the participants' immediate feelings and perceptions about the training program.
- d. Behaviour corresponds to ii. Note supervisor's reactions to learner's performance following completion of the training. Behaviour assesses the extent to which participants apply the learned skills and knowledge back on their job.
Therefore, the correct matching is a-iv, b-iii, c-i, d-ii.
Important Questions from Training and Development
Assertion (A) : Induction is an informal information sharing session on miscellaneous issues in an organization.
Reasoning (R) : The rationale of induction is to ensure effective integration of staff into or across the organization for their mutual benefit.
Match the items of List - II with the items of List - I relating to training, and select the code
of correct matching.List – I
List – II
(a)
Andragogy
(i)
Strategies or styles of instructions
(b)
Pedagogy
(ii)
Ultimate knowledge level with which
trainee leaves the training sessions(c)
Terminal behaviour
(iii)
Lack of commitment of management
and scarcity of resources in training(d)
Training impediments
(iv)
Art and Science of training the adults
Use of interviews as a training needs assessment technique has the following advantages:
(A) Questions can be modified
(B) Easy to analyze
(C) Can explore unanticipated issues that come up
(D) Less time consuming
Choose the most appropriate answer from the options given below:
Which one of the following training methods is most suitable for developing problem-solving skills?
Use of Focus Groups and collaboration tools as a training needs assessment technique has the following disadvantages
(A) Time consuming or organize
(B) Unuseful with complex or controversial issues that one person may be unable or unwilling to explore
(C) Questions cannot be modified to explore unanticipated issues
(D) Group members provide only information they think you want to hear
Choose the most appropriate answer from the options given below:
