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Evaluation & Measurement of Training Effectiveness Flashcards

7 cards from real CTP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

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  1. In the Phillips ROI Methodology, which level comes AFTER Kirkpatrick's four levels?

    Answer: Level 5 – ROI

    Phillips added a fifth level—ROI—to Kirkpatrick's model, which calculates the financial return on training investment.

  2. A trainer collects data DURING a program to make real-time improvements. This is called:

    Answer: Formative evaluation

    Formative evaluation occurs during program development or delivery to guide improvements before the program is finalized.

  3. Which method of isolating training effects relies on asking participants and their managers to estimate what portion of improvement is attributable to training?

    Answer: Participant estimation

    Participant and manager estimation asks stakeholders to assign a percentage of performance improvement to the training program.

  4. Learner retention of training content is BEST supported by which evaluation approach?

    Answer: Spacing assessments over time using delayed retention tests

    Delayed retention tests, administered weeks or months after training, better measure long-term knowledge retention than immediate post-tests.

  5. Which statistic is MOST appropriate for determining whether a difference between pre-test and post-test scores is statistically significant?

    Answer: Paired t-test

    A paired t-test compares means from the same group at two different times, making it ideal for pre/post-test training evaluations.

  6. A company's training evaluation shows high Level 2 scores but poor Level 3 transfer. The MOST likely cause is:

    Answer: The work environment does not support applying new skills

    Transfer of learning (Level 3) is often blocked by environmental factors like lack of manager support, opportunity to practice, or reinforcing systems.

  7. What is a 'balanced scorecard' approach when applied to training evaluation?

    Answer: Measuring training effectiveness across multiple perspectives including financial, customer, internal processes, and learning

    A balanced scorecard approach evaluates training impact across multiple dimensions—financial, customer satisfaction, operational, and learning—providing a holistic view.