Question 1

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 2

When calculating utility,what is the concept that measures the true difference in performance between average trained and untrained employees in standard deviation units

Accepted Answer

A) the standard deviation of untrained employees in dollars 
B) the benefits-cost ratio 
C) the effect size 
D) return on investment 
A) the standard deviation of untrained employees in dollars 
B) the benefits-cost ratio 
C) the effect size 
D) return on investment

Question 3

The Wood Panel Plant example depicted in Table 12.2 resulted in a return on investment outcome of 5.78.What can management conclude from that number if the assumptions underpinning the ROI calculations are correct

Accepted Answer

A) management should expect a $1.00 return for every $5.78 invested in training 
B) management should expect to receive $5.78 for every dollar invested in training 
C) management should expect a $1.00 return for every 58 cents invested in training 
D) the break-even point on this training program will required a 578% "effect size" 
A) management should expect a $1.00 return for every $5.78 invested in training 
B) management should expect to receive $5.78 for every dollar invested in training 
C) management should expect a $1.00 return for every 58 cents invested in training 
D) the break-even point on this training program will required a 578% "effect size"

Question 4

Return on expectations is a comparison of the cost of a training program relative to its benefits that involves dividing the net benefit by the cost of the training program.

Accepted Answer

A) True 
 B)False

Question 5

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

Question 6

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 7

Direct costs include the trainer's salary,food and refreshments,cost of travel,and the basic costs associated with doing a needs analysis.

Accepted Answer

A) True 
 B)False

Question 8

What costing concept refers to costs that are not part of any one particular program but are needed to support training activities and cannot be recovered even if the program is cancelled

Accepted Answer

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

Question 9

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

Question 10

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

Accepted Answer

Return on investment (ROI)of a training

Question 11

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 12

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

Accepted Answer

Cost-effectiveness evaluation involves c

Question 13

What does it mean when the utility factor for a training program is zero

Accepted Answer

A) the organization should not implement the training program 
B) the training program's development costs equal the net benefits of the program 
C) the benefits are greater than costs 
D) the program breaks even 
A) the organization should not implement the training program 
B) the training program's development costs equal the net benefits of the program 
C) the benefits are greater than costs 
D) the program breaks even

Question 14

a)Briefly describe five things that can be done to increase the credibility of estimating the benefits of a training program.
b)Why have cost-effectiveness calculations been described as "part art and part science"

Accepted Answer

a)A trainer can help to increase the cre

Question 15

After doing an evaluation of a training program,you determined the effect size of the training program was 50% less than expected.Assuming all other utility variables remain constant,what conclusion can you draw from this decrease in effect size

Accepted Answer

A) an increase in utility 
B) a decrease in utility 
C) no impact on utility 
D) program cost increased 
A) an increase in utility 
B) a decrease in utility 
C) no impact on utility 
D) program cost increased

Question 16

Often,the benefit-cost ratio of a training program will be the same as the return on investment ratio.

Accepted Answer

A) True 
 B)False

Question 17

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

Question 18

a)Briefly describe at least three reasons why many managers avoid the costing process when it comes to training.
b)What might senior management do to "encourage" training programs to include costing and some element of quantifiable benefits associated with specific training programs

Accepted Answer

a)Some managers avoid the costing proces

Question 19

The training program described in the MW CanadaChapter-opening vignette had two main objectives: decrease equipment downtime and improve product quality.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following statements best describes the concept of cost-effectiveness

Accepted Answer

A) compares costs of training in dollars to benefits in dollars 
B) compares non-dollar cost of training to non-dollar benefits 
C) provides a ratio of net benefits to training costs, divided by the number of participants 
D) compares net monetary cost of training to net benefits in non-monetary terms 
A) compares costs of training in dollars to benefits in dollars 
B) compares non-dollar cost of training to non-dollar benefits 
C) provides a ratio of net benefits to training costs, divided by the number of participants 
D) compares net monetary cost of training to net benefits in non-monetary terms

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

When calculating utility,what is the concept that measures the true difference in performance between average trained and untrained employees in standard deviation units

The Wood Panel Plant example depicted in Table 12.2 resulted in a return on investment outcome of 5.78.What can management conclude from that number if the assumptions underpinning the ROI calculations are correct

Return on expectations is a comparison of the cost of a training program relative to its benefits that involves dividing the net benefit by the cost of the training program.

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

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

Direct costs include the trainer's salary,food and refreshments,cost of travel,and the basic costs associated with doing a needs analysis.

What costing concept refers to costs that are not part of any one particular program but are needed to support training activities and cannot be recovered even if the program is cancelled

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

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

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.

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

What does it mean when the utility factor for a training program is zero

a)Briefly describe five things that can be done to increase the credibility of estimating the benefits of a training program. b)Why have cost-effectiveness calculations been described as "part art and part science"

After doing an evaluation of a training program,you determined the effect size of the training program was 50% less than expected.Assuming all other utility variables remain constant,what conclusion can you draw from this decrease in effect size

Often,the benefit-cost ratio of a training program will be the same as the return on investment ratio.

What is another way to express an ROI of 1.0

a)Briefly describe at least three reasons why many managers avoid the costing process when it comes to training. b)What might senior management do to "encourage" training programs to include costing and some element of quantifiable benefits associated with specific training programs

The training program described in the MW CanadaChapter-opening vignette had two main objectives: decrease equipment downtime and improve product quality.

Which of the following statements best describes the concept of cost-effectiveness

The Training and Development Process

Organizational Learning

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 12: The Costs and Benefits of Training Programs

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

When calculating utility,what is the concept that measures the true difference in performance between average trained and untrained employees in standard deviation units

The Wood Panel Plant example depicted in Table 12.2 resulted in a return on investment outcome of 5.78.What can management conclude from that number if the assumptions underpinning the ROI calculations are correct

Return on expectations is a comparison of the cost of a training program relative to its benefits that involves dividing the net benefit by the cost of the training program.

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

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

Direct costs include the trainer's salary,food and refreshments,cost of travel,and the basic costs associated with doing a needs analysis.

What costing concept refers to costs that are not part of any one particular program but are needed to support training activities and cannot be recovered even if the program is cancelled

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

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

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.

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

What does it mean when the utility factor for a training program is zero

a)Briefly describe five things that can be done to increase the credibility of estimating the benefits of a training program. b)Why have cost-effectiveness calculations been described as "part art and part science"

After doing an evaluation of a training program,you determined the effect size of the training program was 50% less than expected.Assuming all other utility variables remain constant,what conclusion can you draw from this decrease in effect size

Often,the benefit-cost ratio of a training program will be the same as the return on investment ratio.

What is another way to express an ROI of 1.0

a)Briefly describe at least three reasons why many managers avoid the costing process when it comes to training. b)What might senior management do to "encourage" training programs to include costing and some element of quantifiable benefits associated with specific training programs

The training program described in the MW CanadaChapter-opening vignette had two main objectives: decrease equipment downtime and improve product quality.

Which of the following statements best describes the concept of cost-effectiveness

The Training and Development Process

Organizational Learning

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