aPHR Training and Development 5 — Questions and Answers
Question 1: A company notices that employees who completed a leadership development program are being promoted at higher rates. This is an example of measuring training effectiveness at which Kirkpatrick level?
- Level 1 – Reaction
- Level 2 – Learning
- Level 3 – Behavior
- Level 4 – Results (Correct answer)
Correct answer: Level 4 – Results
Level 4 (Results) measures the organizational outcomes of training, such as promotions, revenue, retention rates, or other business metrics.
Question 2: An HR professional must design training for a geographically dispersed workforce in multiple time zones. Which delivery method is MOST practical?
- Mandatory on-site classroom sessions
- Asynchronous online training accessible on demand (Correct answer)
- In-person workshops at the company headquarters
- Printed training manuals mailed to each employee
Correct answer: Asynchronous online training accessible on demand
Asynchronous online training allows employees in different time zones to complete training at their own convenience without requiring real-time attendance.
Question 3: Which of the following is a characteristic of experiential learning, as defined by Kolb?
- Learning occurs primarily through memorization and repetition
- Learning is a process where knowledge is created through the transformation of experience (Correct answer)
- Learning is most effective in a formal classroom setting
- Learning is driven solely by external rewards and punishments
Correct answer: Learning is a process where knowledge is created through the transformation of experience
Kolb's Experiential Learning Theory holds that learning occurs through a four-stage cycle of concrete experience, reflection, abstract conceptualization, and active experimentation.
Question 4: A department manager completes a development plan with each team member annually. This activity is BEST described as which type of employee development?
- Formal classroom training
- Career development planning (Correct answer)
- Organizational development
- Compliance training
Correct answer: Career development planning
Individual development planning between a manager and employee is a career development activity that aligns personal growth goals with organizational needs.
Question 5: Which approach to training evaluation calculates the financial return generated by a training program relative to its cost?
- Needs assessment
- Cost-benefit analysis (Return on Investment) (Correct answer)
- Formative evaluation
- Summative evaluation
Correct answer: Cost-benefit analysis (Return on Investment)
Return on Investment (ROI) compares the monetary benefits of training to its total cost, expressed as a percentage to justify training expenditures.
Question 6: A new HR manager wants to build a coaching culture within the organization. Which action would MOST effectively support this goal?
- Requiring managers to submit weekly coaching reports to HR
- Training all managers on coaching skills and embedding coaching conversations into performance management (Correct answer)
- Hiring external coaches for all employees
- Eliminating formal performance reviews in favor of self-evaluations
Correct answer: Training all managers on coaching skills and embedding coaching conversations into performance management
Building a coaching culture requires equipping managers with skills and integrating coaching into everyday management practices and processes.
Question 7: The 70-20-10 development model suggests that approximately what percentage of learning comes from on-the-job experiences?
- 10%
- 20%
- 70% (Correct answer)
- 50%
Correct answer: 70%
The 70-20-10 model proposes that 70% of development comes from challenging on-the-job experiences, 20% from social learning, and 10% from formal training.
aPHR Training and Development 5
A company notices that employees who completed a leadership development program are being promoted at higher rates.
This is an example of measuring training effectiveness at which Kirkpatrick level?