Training & Organizational Development
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Does anybody use easily measured Training ROI or other indicators ?
posted at 8/8/2001 5:22 PM EDT
posted at 8/22/2001 6:43 AM EDT
posted at 8/22/2001 11:22 AM EDT
LEARN - verb - a definition...
1 a (1) : to gain knowledge or understanding of or skill in by study, instruction, or experience
(2) : MEMORIZE
b : to come to be able
c : to come to realize
© 1996 Zane Publishing, Inc. and Merriam-Webster, Incorporated
I want to thank the people at Zane publishing for their dictionary - let's use it to "learn" about Training ROI.
"SCAMPPMI" has highlighted the most salient, relevant points - "YUENKC" provided with an excellent platform, too.
How come trainers all seem to have difficulty with the concepts behind ROI-based metrics for their interventions?
First and foremost, people get trained because they need that skill, attitude, behavior, process, level of comprehension, etc. [Topic/Subject]
Why do they need that skill, behavior, etc. - that is, what will it do for them or what could they do with it? Will they use it to do something better or differently? What impact or effect will they expect to make because they can do that new skill, process, etc.? [objectives]
What have they been doing - what has been the impact or effect of their pre-trained actions? Before you train them, what have they been doing without this new skill, knowledge, etc.? [baseline]
Based on interviews with supervisors, managers, executives and professionals, you must develop 'objectives' [a goal must be Specific, and Measurable, and Attainable, and Realistic, and Tangible] that is linked to each and every 'Topic or Subject' [a Topic must be a knowledge-based action or set of actions].
You must follow-up every training intervention by observing or surveying performance [or both] - your actual act of 'following-up' involves making adjustments, adaptations or corrections to help your student improve upon their performance. [Follow-ups can use the 'baseline' to calculate whether progress towards or the meeting of 'objectives' is being satisfied]
Training ROI is usually requested by managers who do not see the benefits [esp. the specific, measurable and tangible impacts] of the training programs being conducted - are they blind or are they right?
"YURY", I hope this helps you...
P.S. Get your FREE copy of the eBook, "You can be a more Creative and Innovative Professional" - tell your friends and colleagues to pick-up their own copies at: http://www.syntopic.net