Question 1

What is the concept that fundamentally attempts to attach a dollar value to the effectiveness of a training initiative?

Accepted Answer

A)  cost-benefit analysis 
B)  break-even analysis 
C)  utility analysis 
D)  benefit-cost analysis 
A)  cost-benefit analysis 
B)  break-even analysis 
C)  utility analysis 
D)  benefit-cost analysis C

Question 2

What is another way to express an ROI of 1.0?

Accepted Answer

A)  10 percent 
B)  100 percent 
C)  1.0 percent 
D)  1,000 percent 
A)  10 percent 
B)  100 percent 
C)  1.0 percent 
D)  1,000 percent B

Question 3

Which of the following is a strong rationale for putting together a process to identify costs of a training program?

Accepted Answer

A)  demonstrates that a positive return on investment is likely to happen 
B)  demonstrates that the training "effect size" will be positive 
C)  they can be used to prepare a budget for a training program 
D)  they can be used to calculate return on equity 
A)  demonstrates that a positive return on investment is likely to happen 
B)  demonstrates that the training "effect size" will be positive 
C)  they can be used to prepare a budget for a training program 
D)  they can be used to calculate return on equity C

Question 4

You have decided to use a costing scheme that separates costs according to the nature or kind of cost. In which category would you include the cost of doing a needs analysis and the cost of evaluating a training program?

Accepted Answer

A)  developmental costs 
B)  overhead costs 
C)  indirect costs 
D)  direct costs 
A)  developmental costs 
B)  overhead costs 
C)  indirect costs 
D)  direct costs

Question 5

How would you describe MW Canada's Technical Skills Certificate Program in terms of program design?

Accepted Answer

A)  apprenticeship 
B)  on-the-job 
C)  blended 
D)  off-the-job 
A)  apprenticeship 
B)  on-the-job 
C)  blended 
D)  off-the-job

Question 6

If one wanted to estimate the cost of employee grievances, who would be a good expert?

Accepted Answer

A)  manager involved in the grievance 
B)  manager of training and development 
C)  manager of human resources 
D)  manager of labour relations 
A)  manager involved in the grievance 
B)  manager of training and development 
C)  manager of human resources 
D)  manager of labour relations

Question 7

If a training program is expected to reduce the amount of scrap in the production of a product, then a cost-effectiveness evaluation would indicate how much the training program costs and the impact on the bottom line caused by the reduction in scrap as a result of training.

Accepted Answer

A) True 
 B)False

Question 8

If a training program costs $2,000 per employee and the benefit of the program is $5,000 per employee, then the ROI is 1.50, or 150 percent.

Accepted Answer

A) True 
 B)False

Question 9

How does Cisco collect the data that it uses to calculate ROI for its e-learning programs?

Accepted Answer

A)  production results 
B)  Web-based surveys 
C)  observations 
D)  interviews 
A)  production results 
B)  Web-based surveys 
C)  observations 
D)  interviews

Question 10

Explain the differences between cost-effectiveness evaluation and cost-benefit evaluation.

Accepted Answer

Cost-effectiveness evaluation involves c

Question 11

Break-even analysis can be calculated for any variable in the utility formula. However, the most valuable break-even calculations should be based on the "effect size."

Accepted Answer

A) True 
 B)False

Question 12

You are given the following four pieces of information about a training program: training will have an impact on performance for two years; 10 employees will be trained; the standard deviation of untrained employees in dollars is 100; and it costs $50 to train one employee. What must be the effect size so as to allow the program to break even?

Accepted Answer

A)  50 
B)  25 
C)  .25 
D)  1.25 
A)  50 
B)  25 
C)  .25 
D)  1.25

Question 13

Which of the following statements is NOT supported by content in the textbook relating to "training and the bottom line"?

Accepted Answer

A)  calculating the return on investment of a training program tends to increase the program's effectiveness 
B)  companies increasingly want to know the return on their training investments 
C)  the training function faces increased pressure to justify the costs of training programs 
D)  74 percent of CEOs want to see ROI data supporting training initiatives 
A)  calculating the return on investment of a training program tends to increase the program's effectiveness 
B)  companies increasingly want to know the return on their training investments 
C)  the training function faces increased pressure to justify the costs of training programs 
D)  74 percent of CEOs want to see ROI data supporting training initiatives

Question 14

Break-even analysis can be very useful because it helps eliminate the uncertainty associated with the estimates of the various parameters used to calculate utility.

Accepted Answer

A) True 
 B)False

Question 15

Given that trainees are already being paid by the company, their salary should NOT be included in a training program cost structure.

Accepted Answer

A) True 
 B)False

Question 16

How is the utility of a training program defined?

Accepted Answer

A)  Utility = [(
C) (N)(dt)(SDy)] - (N)(T) 
B)  Utility = [(T)(N)(dt)(SDy)] - (N)(
C)  
C)  Utility = [(T)(N)(SDy)] - (N)(
C)  
D)  Utility = [(T)(N)(
C) ] - (N)(SDy) 
A)  Utility = [(
C) (N)(dt)(SDy)] - (N)(T) 
B)  Utility = [(T)(N)(dt)(SDy)] - (N)(
C)  
C)  Utility = [(T)(N)(SDy)] - (N)(
C)  
D)  Utility = [(T)(N)(
C) ] - (N)(SDy)

Question 17

A survey of CEOs found that 100 percent of them want to see learning and development connected to business impact data.

Accepted Answer

A) True 
 B)False

Question 18

The effect size measures the difference in performance between trained and untrained employees.

Accepted Answer

A) True 
 B)False

Question 19

Define the term "return on investment" and explain how ROI on training is calculated.

Accepted Answer

Return on investment (ROI) of a training

Question 20

Which of the following is NOT one of the categories of the costing approach described in the textbook?

Accepted Answer

A)  direct costs 
B)  fixed costs 
C)  indirect costs 
D)  overhead costs 
A)  direct costs 
B)  fixed costs 
C)  indirect costs 
D)  overhead costs

What is the concept that fundamentally attempts to attach a dollar value to the effectiveness of a training initiative?

What is another way to express an ROI of 1.0?

Which of the following is a strong rationale for putting together a process to identify costs of a training program?

You have decided to use a costing scheme that separates costs according to the nature or kind of cost. In which category would you include the cost of doing a needs analysis and the cost of evaluating a training program?

How would you describe MW Canada's Technical Skills Certificate Program in terms of program design?

If one wanted to estimate the cost of employee grievances, who would be a good expert?

If a training program is expected to reduce the amount of scrap in the production of a product, then a cost-effectiveness evaluation would indicate how much the training program costs and the impact on the bottom line caused by the reduction in scrap as a result of training.

If a training program costs $2,000 per employee and the benefit of the program is $5,000 per employee, then the ROI is 1.50, or 150 percent.

How does Cisco collect the data that it uses to calculate ROI for its e-learning programs?

Explain the differences between cost-effectiveness evaluation and cost-benefit evaluation.

Break-even analysis can be calculated for any variable in the utility formula. However, the most valuable break-even calculations should be based on the "effect size."

Which of the following statements is NOT supported by content in the textbook relating to "training and the bottom line"?

Break-even analysis can be very useful because it helps eliminate the uncertainty associated with the estimates of the various parameters used to calculate utility.

Given that trainees are already being paid by the company, their salary should NOT be included in a training program cost structure.

How is the utility of a training program defined?

A survey of CEOs found that 100 percent of them want to see learning and development connected to business impact data.

The effect size measures the difference in performance between trained and untrained employees.

Define the term "return on investment" and explain how ROI on training is calculated.

Which of the following is NOT one of the categories of the costing approach described in the textbook?

The Training and Development Process

Learning and Motivation

The Needs Analysis Process

Training Design

Off The Job Training Methods

On The Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

Training Programs

Management and Leadership Development

The Evolution and Future of Training and Development

Filters

Exam 11: Training Costs and Benefits

What is the concept that fundamentally attempts to attach a dollar value to the effectiveness of a training initiative?

What is another way to express an ROI of 1.0?

Which of the following is a strong rationale for putting together a process to identify costs of a training program?

You have decided to use a costing scheme that separates costs according to the nature or kind of cost. In which category would you include the cost of doing a needs analysis and the cost of evaluating a training program?

How would you describe MW Canada's Technical Skills Certificate Program in terms of program design?

If one wanted to estimate the cost of employee grievances, who would be a good expert?

If a training program is expected to reduce the amount of scrap in the production of a product, then a cost-effectiveness evaluation would indicate how much the training program costs and the impact on the bottom line caused by the reduction in scrap as a result of training.

If a training program costs $2,000 per employee and the benefit of the program is $5,000 per employee, then the ROI is 1.50, or 150 percent.

How does Cisco collect the data that it uses to calculate ROI for its e-learning programs?

Explain the differences between cost-effectiveness evaluation and cost-benefit evaluation.

Break-even analysis can be calculated for any variable in the utility formula. However, the most valuable break-even calculations should be based on the "effect size."

Which of the following statements is NOT supported by content in the textbook relating to "training and the bottom line"?

Break-even analysis can be very useful because it helps eliminate the uncertainty associated with the estimates of the various parameters used to calculate utility.

Given that trainees are already being paid by the company, their salary should NOT be included in a training program cost structure.

How is the utility of a training program defined?

A survey of CEOs found that 100 percent of them want to see learning and development connected to business impact data.

The effect size measures the difference in performance between trained and untrained employees.

Define the term "return on investment" and explain how ROI on training is calculated.

Which of the following is NOT one of the categories of the costing approach described in the textbook?

The Training and Development Process

Learning and Motivation

The Needs Analysis Process

Training Design

Off The Job Training Methods

On The Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

Training Programs

Management and Leadership Development

The Evolution and Future of Training and Development

Filters