Module 5: Training Evaluation (Part 2)

Cost-Benefit Analysis

It is the process of determining the economic benefits of a training program using accounting methods that look at training costs and benefits.

Return on Investment

It should be limited only to certain training programs because the implementation of such can be costly.

Determining Costs

It refers to the methods for comparing costs of alternative training programs that include the resource requirements model and accounting.

Arbitrary Financial Projections Calculated Without Historical Data

When determining return on investment (ROI), methods for determining benefits include all of the following, EXCEPT:

• Arbitrary Financial Projections Calculated Without Historical Data

• Technical, Academic, And Practitioner Literature

• Pilot Training Programs And Observance Of Successful Job Performers

• Observance Of Successful Job Performers

• Estimates By Trainees And Their Managers

Utility Analysis

Another method of determining Return on Investment is ________, which is a cost-benefit analysis method that involves assessing the dollar value of training based on:

• Estimates of the difference in job performance between trained and untrained employees

• The number of individuals trained

• The length of time a training program is expected to influence performance

• The variability in job performance in the untrained group of employees

Return on Expectations

It is the process through which evaluation demonstrates to key business stakeholders that their expectations about training have been satisfied.

Success Cases

These are concrete examples of the impact of training that show how learning has led to results that the company finds worthwhile

Big Data

It refers to the complex datasets compiled across different systems, including marketing, sales, HR, finance, accounting, customer service, and operations.

Viscosity

The following are three dimensions that characterize big data, EXCEPT?

• Volume

• Viscosity

• Variety

• Velocity

Eliminate The Need For Post-Training Evaluation Assessments Entirely

Big data can be used in training evaluation and organizational development to accomplish all of the following objectives, EXCEPT:

• Evaluate The Effectiveness Of Programs

• Eliminate The Need For Post-Training Evaluation Assessments Entirely

• Determine Their Impact On Business Results

• Develop Predictive Models For Forecasting Training Needs, Course Enrollments, And Outcomes

Workforce Analytics

It is the practice of using quantitative methods and scientific methods to analyze data from human resource databases and other databases to influence important company metrics

Dashboards

These are computer interface that are designed to receive and analyze the data from departments within the company to provide information to managers and other decision makers

Dashboards

These are useful because they can provide a visual display using charts of the relationship between learning activities and business performance data