* This is because training metrics are measurable values that indicate the effectiveness and impact of the training programs on the IT staff's knowledge, skills, and performance1. By embedding training metrics into the annual performance appraisal process, the CIO can:
* Communicate the importance and value of IT-related training to the IT management team and direct employees2
* Motivate and incentivize the IT management team and direct employees to participate in and complete the IT-related training2
* Monitor and evaluate the IT management team and direct employees' progress, achievement, and improvement in the IT-related training2
* Provide feedback and recognition to the IT management team and direct employees who excel in the IT-related training2
* Identify and address any gaps or issues in the IT-related training or its outcomes2 Embedding training metrics into the annual performance appraisal process can help to create a culture of learning, development, and accountability for IT-related training within the organization. It can also help to align the individual goals of the IT management team and direct employees with the organizational goals of IT governance.
The other options, developing training programs based on results of an IT staff survey of preferences, promoting IT-specific training awareness program, and researching and identifying training needs based on industry trends are not as effective as embedding training metrics into the annual performance appraisal process for ensuring that IT-related training is taken seriously by the IT management team and direct employees. They are more related to the design and delivery of the IT-related training, rather than its integration and evaluation. They may also not have a significant impact on the behavior and attitude of the IT management team and direct employees towards IT-related training, as they may not provide sufficient motivation, feedback, or recognition for participation or completion.

Explanation/Reference: https://corporatefinanceinstitute.com/resources/careers/jobs/what-is-a-ceo-chief-executive-officer/

* This is because KPIs are measurable values that indicate how well the IT governance framework is achieving its objectives and delivering value to the business1. By evaluating KPI results, the organization can:
* Monitor and review the IT governance framework's progress, performance, quality, and outcomes
* Highlight the IT governance framework's achievements, challenges, and opportunities
* Demonstrate the alignment of the IT governance framework with the business strategy, goals, and priorities
* Provide recommendations and feedback for the IT governance framework's improvement and adjustment Evaluating KPI results can provide a comprehensive and objective overview of the IT governance framework's effectiveness and impact.
The other options, developing a business case for the program portfolio, benchmarking the IT governance framework to industry best practice, and reviewing results of IT audit reports are not as effective as evaluating KPI results for assessing the effectiveness of a newly established IT governance framework. They are more related to the design and implementation of the IT governance framework, rather than its evaluation. They may also be too narrow or subjective for assessing the IT governance framework's effectiveness, as they may not cover all aspects or perspectives of the IT governance framework. They may also depend on external factors or standards that may not be relevant or applicable to the organization's specific context and needs.

The most important factor for the effective design of an IT balanced scorecard is identifying appropriate key performance indicators (KPIs). KPIs are the measures that reflect the critical success factors of the IT strategy and goals, and that help to monitor and evaluate the IT performance and value. KPIs should be aligned with the four perspectives of the balanced scorecard: financial, customer, internal process, and learning and growth. KPIs should also be SMART: specific, measurable, achievable, relevant, and time-bound. By choosing the right KPIs, the IT balanced scorecard can provide a comprehensive and balanced view of the IT contribution to the business, and support the decision-making and improvement processes