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When linking training design to training objectives that support Level 3 evaluation, what should the training objectives reflect?
A. Return on investment (ROI)
B. Knowledge acquisition
C. Learning transfer
D. Learners' reactions
Answer: C
Explanation:
Kirkpatrick's Four Levelsexplain that Level 3 (Behavior) evaluates whether learnerstransferwhat they learned into their job behavior.
Thus, objectives must focus on real-world application, not just knowledge retention.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).
NEW QUESTION # 68
A talent development (TD) manager at a company decides to purchase a training course that will be customized by the vendor. A firm deadline must be met for course delivery. Which approach to contracting should the TD manager use?
A. Performance-based pricing
B. Fixed-base pricing
C. Cost plus incentive fee
D. Cost plus fixed fee
Answer: B
NEW QUESTION # 69
A course requires a participant to go on a virtual search to find a video from the company president and an electronic document outlining specific roles and responsibilities. This is an example of which of the following?
A. Synchronous learning
B. Multimedia approach
C. Electronic performance support system
D. Collaboration technology
Answer: C
Explanation:
According toElectronic Performance Support System (EPSS) definitions(Certification Reading List), EPSS "provides just-in-time information to help employees perform tasks without needing formal training sessions".
This real-time retrieval during work is the hallmark of EPSS.
Referenceerformance Improvement Quarterly, Electronic Performance Support Systems.
NEW QUESTION # 70
Which item is most critical to drive accelerated learning in a program for high-potential employees?
A. Reading assignments prior to attending sessions
B. Work assignments that stretch current capabilities
C. Individual coaching on culture, strategy, and attaining results
D. Development of networks promoting organizational learning
Answer: B
Explanation:
High-Potential Development Programs(Certification Reading List) emphasize that "stretch assignments that require employees to operate outside their comfort zones are the fastest method to build leadership capabilities".
Passive development (like reading) is insufficient for high-potentials.
Reference:ATD Handbook, High-Potential Talent Development.
NEW QUESTION # 71
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months.
Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Step 3
A review of the training materials for new hires indicates that the material was aligned to the job requirements. The delivery methods specified were appropriate and aligned with skills application. Follow-up revealed that the trainer only lectured the new hires and did not follow the training delivery methods as designed.
Which solution(s) should the TD manager present to the call center operations director and all stakeholders?
A. Coach the trainer on facilitation methods.
B. Revise the training materials to clarify the role of the trainer.
C. Retrain call center employees hired within the last six months.
D. Create job aids.
E. Redesign the training.
Answer: A
NEW QUESTION # 72
......
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erformance Improvement Quarterly, Electronic Performance Support Systems.