Learning, Development & Organizational Effectiveness Flashcards

Kirkpatrick's Four-Level Training Evaluation Model assesses training effectiveness at which four levels?

Answer: Reaction, Learning, Behavior, Results

Kirkpatrick's model evaluates training through Reaction (satisfaction), Learning (knowledge gained), Behavior (on-the-job transfer), and Results (business impact).

The 70-20-10 learning model suggests that most effective development comes from:

Answer: 70% on-the-job experiences, 20% developmental relationships, 10% formal training

The 70-20-10 model holds that the most impactful learning comes from stretch assignments and experience, supplemented by relationships and formal training.

Which needs assessment method involves directly observing employees performing job tasks to identify skill gaps?

Answer: Task analysis through observation

Direct observation during task analysis captures actual performance gaps in a realistic work context, revealing needs that self-reporting may miss.

Return on Investment (ROI) in training is calculated as:

Answer: (Net program benefits ÷ program costs) × 100

Training ROI divides net benefits (total benefits minus costs) by total program costs and expresses the result as a percentage.

Succession planning differs from replacement planning primarily because succession planning:

Answer: Develops a pipeline of candidates with long-term growth potential for multiple roles

Succession planning takes a long-term, talent development approach across multiple roles, while replacement planning simply identifies who steps in immediately when a vacancy occurs.

Which learning theory holds that adults are self-directed learners who learn best when content is immediately applicable to their lives?

Answer: Andragogy (Knowles)

Malcolm Knowles' andragogy theory describes adults as motivated, self-directed learners who need content that is relevant to their current roles and challenges.