Hi everybody,
I am Reena from Delhi. I am pursuing MBA.
Currently I'm doing my summer training project titled 'Measuring ROI of employees' training'.
I have theoritical knowledge about the Kirkpatrick 4-level model of evaluation and about the balanced scorecard. But these are too theoritical to be implemented.
Could anybody help please.
Thanks
Reena
From India, Mumbai
5I am Reena from Delhi. I am pursuing MBA.
Currently I'm doing my summer training project titled 'Measuring ROI of employees' training'.
I have theoritical knowledge about the Kirkpatrick 4-level model of evaluation and about the balanced scorecard. But these are too theoritical to be implemented.
Could anybody help please.
Thanks
Reena
From India, Mumbai
Thanks Rajnish for ur help. :)
but i'm having problem in practically measuring ROI. this is coz measuring soft skills of employees in monetary terms or even quantitative terms is very difficult. there r a lot of models which offer theoritical solutions, but none has been implemented practically.
anyways thanx a lot for ur help. if u have any more information or suggestion reagarding this, then plzzzzzzzzzzzzzzz send a reply.
and if u hav any idea of a statistical tool to measure the correlation between training and its results, then plz do send a reply.
thanx
Reena
From India, Mumbai
but i'm having problem in practically measuring ROI. this is coz measuring soft skills of employees in monetary terms or even quantitative terms is very difficult. there r a lot of models which offer theoritical solutions, but none has been implemented practically.
anyways thanx a lot for ur help. if u have any more information or suggestion reagarding this, then plzzzzzzzzzzzzzzz send a reply.
and if u hav any idea of a statistical tool to measure the correlation between training and its results, then plz do send a reply.
thanx
Reena
From India, Mumbai
Reena
I have never done a ROI exercise on training and hence do not have the tools and metrics.
You may want to subscribe to
online egroup for purpose of discussion on ROI,
www.groups.yahoo.com/groups/roinet
Thanks
Rajnish
I have never done a ROI exercise on training and hence do not have the tools and metrics.
You may want to subscribe to
online egroup for purpose of discussion on ROI,
www.groups.yahoo.com/groups/roinet
Thanks
Rajnish
thanks rajnish,
i'm already a member of that group. but till now i've nt found a practical way of measuring ROI of employees' training.
anyways thanx for your help. if u hav some other matter relating to practical implementation of ROI, then i would really appreciate if u could send it.
thanks
Reena
From India, Mumbai
i'm already a member of that group. but till now i've nt found a practical way of measuring ROI of employees' training.
anyways thanx for your help. if u hav some other matter relating to practical implementation of ROI, then i would really appreciate if u could send it.
thanks
Reena
From India, Mumbai
hi reena,
i am doing my mba in HR from iipm,delhi. i did a small project on comprehensive study of training. in which i have seen ROI facotr also... but around 5 companies i visited in that none had started this ROI itself.. but you can refer ISTD also. which is there in qutab inst area.. for some books or refernce..
you can mail me
for any help also...
i am studying in ISTD... also
best of luck
From India, Vadodara
i am doing my mba in HR from iipm,delhi. i did a small project on comprehensive study of training. in which i have seen ROI facotr also... but around 5 companies i visited in that none had started this ROI itself.. but you can refer ISTD also. which is there in qutab inst area.. for some books or refernce..
you can mail me
i am studying in ISTD... also
best of luck
From India, Vadodara
ROI from Training has two components-
a. ROI from the process
b. Training effectiveness
While it is easier to measure the ROI from the training process,
doing the same is more tricky when it comes to measuring ROI
through effectiveness.
The bias can be high in case of training effectiveness as a means to calculate ROI.
Exploring point a further - you may have a manual, semi-automated, automated or extended training management process.
Every element of this process has explicit and implicit costs attached to it. The explicit costs are hard costs, The implicit costs are based around time for activities.
Activity based costing is used (one of the ways) to arrive at this cost.
I have designed a tool which covers all HR processes using the above and
automatically calculates the ROI for the HR processes in place.
To attain a level of ROI the processes need to be fine tuned. This tool helps in doing that.
As this is now proprietary, I cannot share it. But if you need further advice on this, feel free to reach me on
with very clear and specific questions around this topic.
From India, Bangalore
a. ROI from the process
b. Training effectiveness
While it is easier to measure the ROI from the training process,
doing the same is more tricky when it comes to measuring ROI
through effectiveness.
The bias can be high in case of training effectiveness as a means to calculate ROI.
Exploring point a further - you may have a manual, semi-automated, automated or extended training management process.
Every element of this process has explicit and implicit costs attached to it. The explicit costs are hard costs, The implicit costs are based around time for activities.
Activity based costing is used (one of the ways) to arrive at this cost.
I have designed a tool which covers all HR processes using the above and
automatically calculates the ROI for the HR processes in place.
To attain a level of ROI the processes need to be fine tuned. This tool helps in doing that.
As this is now proprietary, I cannot share it. But if you need further advice on this, feel free to reach me on
From India, Bangalore
thanx sreenivasan, mangehr and martin for ur inputs,
the links u provided Mr.Martin were really helpful and the info given there was really valuable. thanx a lot for your help.
the training program for which i have to calculate ROI is a technical program of SDH training. it is meant for engineers involved in the process. since i'm working for a telecom company so this training is integral to the process. till now the effectiveness was measured by the feedback from the participants. but now my boss has told me to devise a practical way to measure ROI of this training program. she also wants me to find a stastical tool to measure the relationship between training and its results.
also, i want to know what r d industry practices in India and world regarding ROI.
any suggestions?
Reena
From India, Mumbai
the links u provided Mr.Martin were really helpful and the info given there was really valuable. thanx a lot for your help.
the training program for which i have to calculate ROI is a technical program of SDH training. it is meant for engineers involved in the process. since i'm working for a telecom company so this training is integral to the process. till now the effectiveness was measured by the feedback from the participants. but now my boss has told me to devise a practical way to measure ROI of this training program. she also wants me to find a stastical tool to measure the relationship between training and its results.
also, i want to know what r d industry practices in India and world regarding ROI.
any suggestions?
Reena
From India, Mumbai
Hi Reena,
Interestingly most companies I know, do not look at ROI of training and there is a simple reason why:
All trainings are supposed to have a positive change in KSA (knowledge, skills and attitude). This in turn helps in acheiving desired results.
Now, if we look at cost of not training then you immediately get your answers:
Loss of the entire business
Added cost due to rework
Loss of customer trust
Errosion of brand image
etc. etc.
ROI is a great concept in theory but one needs to look at the qualitative aspect as well.......would you ask your mother (assuming she's a homemaker) her productivity in the house?
Sometimes you dont want to walk down that road.
Cheers,
Vivek.
Interestingly most companies I know, do not look at ROI of training and there is a simple reason why:
All trainings are supposed to have a positive change in KSA (knowledge, skills and attitude). This in turn helps in acheiving desired results.
Now, if we look at cost of not training then you immediately get your answers:
Loss of the entire business
Added cost due to rework
Loss of customer trust
Errosion of brand image
etc. etc.
ROI is a great concept in theory but one needs to look at the qualitative aspect as well.......would you ask your mother (assuming she's a homemaker) her productivity in the house?
Sometimes you dont want to walk down that road.
Cheers,
Vivek.
hi vivek,
i agree one wont his/her mother regarding her productivity. but there is a difference between home and the company in which u work. u need to show ur bosses what will be the returns from ur training program. moreover it is important to know(if possible) the benefits derived form a training program.
and last but not the least, this is my summer training project. so in any case i've got to do it.
Reena
From India, Mumbai
i agree one wont his/her mother regarding her productivity. but there is a difference between home and the company in which u work. u need to show ur bosses what will be the returns from ur training program. moreover it is important to know(if possible) the benefits derived form a training program.
and last but not the least, this is my summer training project. so in any case i've got to do it.
Reena
From India, Mumbai
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Innovative Model to Calculate Return on Training Investment.pdf
Annual Return form 21 under F. act.doc