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Research Methods and Design

These questions are taken from the textbook "Handbook of Training Evaluation and Measurement Methods" by Jack J. Phllips. I would like some insight to the following questions.

CHAPTER SEVEN

WHEN IS IT IMPORTANT TO USE CONTROL GROUPS IN THE EVALUATION PROCESS? IS THIS A COMMON PRACTICE? EXPLAIN.

WHAT FACTORS AFFECT THE TIMING OF MEASUREMENTS IN AN EVALUATION PROCESS?

ARE THE THREATS TO VALIDITY USUALLY CONSIDERED IN MOST EVALUATION SCHEMES? EXPLAIN.

SUPPOSE YOU ARE DEVELOPING A TRAINING PROGRAM FOR SALES REPRESENTATIVES IN AN EFFORT TO BOOST SALES IN A MEDIUM-SIZED ORGANIZATION. WHICH EVALUATION DESIGN MAY BE APPROPRIATE? EXPLAIN.

IN A SINGLE-GROUP TIME SERIES DESIGN, HOW MANY MEASUREMENTS ARE NECESSARY? EXPLAIN?

ONE HRD EXECUTIVE STATED, "...ALTHOUGH WE TRY TO SHOW THE RESULTS OF OUR PROGRAMS, WE ARE NOT CONCERNED THAT MUCH WITH EVALUATION DESIGNS." WHAT IS THE BASIS FOR THIS COMMENT?

WHEN CLASSIC EVALUATION DESIGNS ARE NOT FEASIBLE, HOW CAN THE INFLUENCE OF THE PROGRAM BE ISOLATED? EXPLAIN

CHAPTER EIGHT

WHY IS IT IMPORTANT TO OBTAIN PARTICIPANT FEEDBACK IN TRAINING PROGRAMS?

ONE HRD MANAGER COMMENTED ".....SMILE SHEETS (PARTICIPANT FEEDBACK FORMS) ARE NOT WORTH THE TIME IT TAKES TO COMPLETE THEM. THESE HAPPINESS RATINGS DO NOTHING BUT FEED THE EGO OF THE INSTRUCTOR." IS THIS TRUE? EXPLAIN.

DESIGN A PARTICIPANT FEEDBACK FORM FOR A ONE-DAY WORKSHOP ON IMPROVING INTERVIEWING SKILLS.

WHAT ARE THE ADVANTAGES AND DISADVANTAGES OF ATTITUDE SURVEYS IN EVALUATION?

WHY ARE PERFORMANCE TESTS IMPORTANT TO HRD EVALUATION?

DESIGN AND DESCRIBE A PERFORMANCE TEST TO MEASURE THE EFFECTIVENESS OF A TRAINING PROGRAM DESIGNED TO IMPROVE INTERVIEWING SKILLS.

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