HRCI aPHRi Dumps

 Definition of ROI in Training Programs:

ROI measures the monetary benefits gained from a training program compared to its costs, expressed as a percentage. It is calculated using the formula: ROI=(TotalBenefits−TotalCosts)TotalCosts×100ROI = \frac{(Total Benefits - Total Costs)}{Total Costs} \times 100ROI=TotalCosts(TotalBenefits−TotalCosts)​×100

 Why ROI is the Best Option:

ROI provides a comprehensive view of both direct and indirect financial outcomes of training, such as productivity increases, error reduction, or improved employee retention.

It enables decision-makers to evaluate whether the training aligns with organizational goals and justifies the investment.

 Eliminating Incorrect Options:

A. Cost-benefit analysis: Focuses on comparing costs to benefits but does not provide a direct monetary value or percentage.

B. Learning program costs: Tracks expenses but does not assess program effectiveness.

C. Learning management system (LMS): Refers to a platform for delivering and managing training but does not measure monetary outcomes.

 International HR References:

Kirkpatrick Model of Training Evaluation: Includes ROI as part of Level 4 evaluation for training impact.

ASTD Guidelines: Best practices for calculating ROI in employee development programs.

Revealing proprietary information constitutes a breach of a non-disclosure agreement (NDA), which legally binds employees to maintain confidentiality about sensitive organizational information.

Explanation of Other Options:

A. General guidelines: Broad policies not specific to confidentiality.

B. Organizational culture: Refers to shared values and norms, not legal requirements.

SHRM - Attrition and Workforce Planning

OSHA - Healthy Workspace Environmental Factors

SHRM - Bereavement Policy Best Practices

CIPD - Non-Disclosure Agreement Guidelines

References:

The main goal of any training program is to enhance employee skills, knowledge, and capabilities to perform their roles more effectively, which directly contributes to organizational success.

Explanation of Other Options:

B. Adherence to statutory requirements: Compliance training is one aspect but not the overarching goal of all training programs.

C. A decrease in attrition: Training indirectly impacts attrition by improving job satisfaction but is not the primary objective.