Final test & certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. What is the ROI formula for a training program?

   A(Net benefit ÷ Program cost) × 100BBenefit + CostCNumber of learners × Satisfaction score

2. Question 2. For which programs should you measure ROI (Level 5)?

   AAll of them for fairnessB~5–10% of key programs: large budget, leadership interest, results measurable in numbersCNone

3. Question 3. Sales rose 20% after training but there was a big promotion in the same period. What MUST you do before reporting?

   ATake all 20% for trainingBIsolate the impact: subtract the promotion's and other factors' contributionsCDon't report anymore

4. Question 4. What is the STRONGEST isolation technique?

   AAsk learners how they feelBControl group: compare the trained group with a similar untrained group in the same periodCGuess from experience

5. Question 5. Which cost item is most often 'forgotten' in fully-loaded cost?

   APrinting materialsBLearner time cost (learning-hour wages, shift replacement, lost output)CDrinking water

6. Question 6. What does the 'conservative' principle in measurement mean?

   ANever change the way you measureBWhen choosing between two numbers, take the lower — keeps long-term credibilityCOnly measure what's sure to look good

7. Question 7. What was Google Project Oxygen's most surprising finding?

   AManagers don't matter, just as engineers believedBThe #1 behavior of a good manager is 'be a good coach' — not being the most technically skilledCSalary decides everything

8. Question 8. What are the Talent Leader's four talent-analytics problems?

   ARetention – Readiness – Capability gap – MobilityBSalary – Bonus – Benefits – LeaveCHire – Teach – Reward – Penalize

9. Question 9. What is the data-storytelling structure for leaders?

   ADump all the numbers by 12 departmentsBInsight → So what (business consequence) → Now what (decision needing approval)COpen with the training department's history

10. Question 10. 'Training participants perform better than non-participants' — why can't you yet conclude training is effective?

    ABecause correlation isn't causation: maybe strong people are the ones who signed upBBecause performance can't be measuredCBecause the sample is always too small