Practice Set 2 — Organizational Impact & Evaluation

Question 1. (KI) In Kirkpatrick's model, measuring whether learners apply new skills on the job is:

Question 2. (KI) The Phillips ROI Methodology adds which level beyond Kirkpatrick's four?

Question 3. (KI) 'Human Performance Improvement' (HPI) begins with:

Question 4. (SJI-strategic) An executive asks, 'What business value did our L&D investment create?' What is the STRONGEST TD response?

Question 5. (KI) Gilbert's Behavior Engineering Model (BEM) suggests that performance problems are MOST often due to:

Question 6. (SJI) A department wants training, but analysis shows the real issue is an unclear process and missing tools. What should the TD professional recommend?

Question 7. (KI) 'Talent Strategy & Management' as a capability includes:

Question 8. (KI) A common change-management model used in TD is:

Question 9. (SJI) A large new system rollout is failing because employees resist using it. As a TD/OD professional, what is the BEST approach?

Question 10. (KI) 'Leading' vs 'lagging' indicators: an example of a leading indicator for L&D impact is:

Question 11. (KI) 'Business acumen' for a TD professional MOST means:

Question 12. (SJI-strategic) Leadership treats L&D as a cost center. What is the BEST way for a CPTD-level professional to change this perception?

Question 13. (KI) 'Future Readiness' as a TD capability focuses on:

Question 14. (SJI) You want to isolate how much of a sales increase came from training vs. other factors. What is the BEST evaluation practice?

Question 15. (KI) 'Organization Development' interventions include: