Reaction
What are the two types of reaction variables measured after training?
Affective and Utility Reactions
What does declarative learning measure?
Knowing facts and information
What is the main focus of behavior evaluation?
Whether trainees apply learned skills on the job
What theory is used to measure motivation in training?
Expectancy Theory
What do organizational results measure in training evaluation?
The impact of training on key business outcomes
What method is most commonly used to measure reaction?
Questionnaires
Which type of test is used to assess procedural learning?
Situational tests
Name one method used to measure behavioral change.
Self-reports or supervisory reports
What are the three components of the motivation formula?
Valence, Instrumentality, Expectancy
Give one example of a Key Performance Indicator (KPI) used to evaluate training.
Customer satisfaction, productivity, or safety incidents
What is one major limitation of reaction variables in training evaluation?
They have low correlation with learning and transfer
What is a limitation of multiple-choice tests in learning evaluation?
They assess short-term recall, not deep understanding
Why are self-reports considered a limitation?
They may be biased and low in accuracy
What does self-efficacy measure in training evaluation?
Confidence in learning and applying new behaviors
What is the main challenge in attributing organizational results to training?
The attribution problem—other factors may be involved
Give one reason why reaction variables are popular among trainers.
They provide immediate feedback and are easy to analyze
What is procedural learning better at predicting compared to declarative learning?
Transfer and performance
When should behavior typically be measured after training?
Weeks or months after training
Name a common tool for measuring self-efficacy.
Confidence scales (0–10)
What method compares results between trained and untrained groups?
Control Groups
Why might reaction variables not predict on-the-job behavior?
Because they focus on subjective opinions and emotions, not actual performance
Why is procedural learning rarely assessed despite being valuable?
It is harder to measure than declarative learning
Give an example of behavioral application after training.
An employee prioritizes tasks better after time management training
How can you improve accuracy when measuring self-efficacy?
Validate with performance tasks or demos
What is a limitation of using soft skill training for evaluating organizational results?
It's hard to quantify changes with direct metrics