CPLP Evaluating Learning Impact 2 — Questions and Answers
Question 1: Pre-test/post-test designs in training evaluation are primarily used to measure:
- Learner satisfaction
- Knowledge or skill gain from training (Correct answer)
- On-the-job behavior change
- Business impact
Correct answer: Knowledge or skill gain from training
Pre-test/post-test comparisons measure the change in knowledge or skills that occurred as a result of training, corresponding to Kirkpatrick Level 2.
Question 2: The Phillips ROI Methodology adds which component to the Kirkpatrick Model?
- A reaction survey
- A behavior observation tool
- Monetary conversion and ROI calculation (Correct answer)
- A learning technology assessment
Correct answer: Monetary conversion and ROI calculation
Phillips' model adds the step of converting training benefits to monetary value and calculating the financial ROI percentage.
Question 3: Isolating the effects of training typically involves:
- Using only online assessments
- Control groups, trend analysis, or expert estimation (Correct answer)
- Eliminating other training programs
- Increasing sample size only
Correct answer: Control groups, trend analysis, or expert estimation
Isolation techniques such as control groups, trend analysis, or participant/manager estimation help attribute performance changes specifically to training.
Question 4: A 'performance gap' in the context of training evaluation is best defined as:
- The difference between a learner's expected and actual performance (Correct answer)
- The gap between Level 1 and Level 4 results
- The time between training completion and behavior change
- The difference between instructor and learner assessments
Correct answer: The difference between a learner's expected and actual performance
A performance gap is the measurable difference between desired performance standards and the actual current performance of employees.
Question 5: Leading indicators in learning measurement are valuable because they:
- Are easier to measure than lagging indicators
- Predict future business outcomes before final results are known (Correct answer)
- Replace the need for Level 1 surveys
- Are measured only after training ends
Correct answer: Predict future business outcomes before final results are known
Leading indicators provide early signals of whether training is on track to produce desired business outcomes before final results are measured.
Question 6: What is 'transfer climate' in the context of training evaluation?
- The physical temperature of the training environment
- The degree to which the workplace environment supports applying newly learned skills (Correct answer)
- The speed at which learners transfer to new roles
- The climate goals set by L&D leadership
Correct answer: The degree to which the workplace environment supports applying newly learned skills
Transfer climate refers to supervisory support, opportunity to apply skills, and organizational conditions that influence whether learning transfers to the job.
CPLP Evaluating Learning Impact 2
Pre-test/post-test designs in training evaluation are primarily used to measure: