Return on investment (ROI) analysis is most appropriate for training programs that are linked to a critical business need (D). At the SPHR level, ROI measurement is reserved for high-impact initiatives where leadership requires evidence that training directly contributes to organizational performance.
ROI analysis compares the financial benefits of training outcomes against the total cost of the program, including design, delivery, time, and resources. This level of evaluation is most meaningful when training is tied to measurable business outcomes such as revenue growth, cost reduction, quality improvement, safety, or productivity.
Options B and C reflect lower-level evaluation metrics—participant reaction and trainer effectiveness—often associated with basic training evaluation models. Option A, while related to behavior change, does not alone justify the complexity and cost of ROI analysis unless tied to a business-critical outcome.
SPHR exam guidance emphasizes that HR should use ROI selectively, focusing on programs with strategic importance rather than attempting to calculate ROI for all learning initiatives. This ensures credibility, efficiency, and executive confidence in HR analytics.
References :
HRCI SPHR Exam Content Outline — Functional Area: Learning and Development (training evaluation; business impact).
HRCI SPHR Study Guide — Appropriate use of ROI in learning initiatives.
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