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

Group of answer choices

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

measuring participants satisfaction with the training program.

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 training program

If you were director of training and development at a moderately successful, medium-sized company, which method for evaluating your training programs would have the strongest potential for persuading skeptical company executives that the programs are worthwhile?

Group of answer choices

simple tests of the amount that participants learned in the programs, as indicated by difference scores between pre- and post-tests

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

the anonymous reactions of participants in the programs, as expressed in online surveys

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

the experience of other companies using the same or similar programs

Which type of pay is matched closely to the competition?

Group of answer choices

bonus pay

indirect pay

variable pay

base pay

commission pay