The most widely used methods for evaluating training anddevelopment programs are likely to fall short in:

Group of answer choices

measuring the extent to which participants have learned thematerial in the program.

measuring participants’ satisfaction with the trainingprogram.

measuring the opinions of participants in the program.

measuring whether behavioral change has occurred.

Both:

measuring the opinions of participants in the program; and

measuring participants’ satisfaction with the trainingprogram

If you were director of training and development at a moderatelysuccessful, medium-sized company, which method for evaluating yourtraining programs would have the strongest potential for persuadingskeptical company executives that the programs are worthwhile?

Group of answer choices

simple tests of the amount that participants learned in theprograms, as indicated by difference scores between pre- andpost-tests

the reactions of participants measured after taking part in theprograms, combined with self-reported behavioral change assessedabout a month after the programs

the anonymous reactions of participants in the programs, asexpressed in online surveys

the effect of the programs on bottom-line measures such asrevenue or profit

the experience of other companies using the same or similarprograms

Which type of pay is matched closely to the competition?

Group of answer choices

bonus pay

indirect pay  

variable pay

base pay   

commission pay