Exam 12: The Costs and Benefits of Training Programs

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

(Multiple Choice)

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Question 41

What would be an appropriate explanation for classifying clerical and administrative salaries as an indirect cost in the Wood Panel Plant example

(Multiple Choice)

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Question 42

When making estimates of training benefits,it is recommended that human resource departments use both internal and external experts.

(True/False)

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Question 43

If break-even occurs with an effect size of 2,what conclusion can you make about utility if the effect size changes to 2.5 (assume all other utility variables remain constant)

(Multiple Choice)

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Question 44

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

(Multiple Choice)

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Question 45

To calculate the impact training has on the bottom line,trainers or program designers must be able to calculate the costs and benefits of training programs.

(True/False)

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Question 46

What could be the rationale behind the low percentage of companies that undertake Level 5 calculations for their training programs

(Multiple Choice)

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Question 47

Calculations of ROI and utility could be described as "one part science and one part art."

(True/False)

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Question 48

The utility of a training program equals (T)(N)(td)× [(SDy - (N)(C)].

(True/False)

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Question 49

Which of the following would be an appropriate method of categorizing the cost of a training program according to the textbook

(Multiple Choice)

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Question 50

As explained in theChapter-opening vignette,MW Canada introduced the Technical Skills Certificate Program (TSCP)to its workforce in an effort to accomplish which of the following

(Multiple Choice)

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Question 51

A training program costs $10,000 to deliver.An evaluation of the program determines a decrease in employee turnover from 20 percent to 10 percent.This would be classified as a cost-effectiveness evaluation.

(True/False)

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Question 52

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

(True/False)

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Question 53

According to the textbook,what percentage of CEOs would like to see training and development linked to return on investment data

(Multiple Choice)

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Question 54

The textbook offers a few strategies to strengthen credibility of data.Which of the following strategies was NOT discussed in the textbook

(Multiple Choice)

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Question 55

Showing 41 - 55 of 55

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

What would be an appropriate explanation for classifying clerical and administrative salaries as an indirect cost in the Wood Panel Plant example

When making estimates of training benefits,it is recommended that human resource departments use both internal and external experts.

If break-even occurs with an effect size of 2,what conclusion can you make about utility if the effect size changes to 2.5 (assume all other utility variables remain constant)

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

To calculate the impact training has on the bottom line,trainers or program designers must be able to calculate the costs and benefits of training programs.

What could be the rationale behind the low percentage of companies that undertake Level 5 calculations for their training programs

Calculations of ROI and utility could be described as "one part science and one part art."

The utility of a training program equals (T)(N)(td)× [(SDy - (N)(C)].

Which of the following would be an appropriate method of categorizing the cost of a training program according to the textbook

As explained in theChapter-opening vignette,MW Canada introduced the Technical Skills Certificate Program (TSCP)to its workforce in an effort to accomplish which of the following

A training program costs $10,000 to deliver.An evaluation of the program determines a decrease in employee turnover from 20 percent to 10 percent.This would be classified as a cost-effectiveness evaluation.

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

According to the textbook,what percentage of CEOs would like to see training and development linked to return on investment data

The textbook offers a few strategies to strengthen credibility of data.Which of the following strategies was NOT discussed in the textbook

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

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