Dear All
Can we have a discussion on ROI (Return on Investment) of training?
We would appreciate to have views on the models of best practices which are simple and be capable of common understanding.
Cheers
Rajan
From India, Bangalore
Can we have a discussion on ROI (Return on Investment) of training?
We would appreciate to have views on the models of best practices which are simple and be capable of common understanding.
Cheers
Rajan
From India, Bangalore
HI I found this cool Presentation ON ROI of training. It is pretty informative and quite simple to understand Regards Prabha
From India
2From India
Hi ,
There is a classical approach based on Don Kirkpatrick's model of four levels training evaluation .
The other approach is a practical approach to it .
My question to you would be to explore who and why is this question ? I am saying this as sometimes this question is asked as a context to reduce training spends . In case it is coming from an operations or business person , my advice check the context .
Training is supposed to ensure effectiveness of process and skills not result / guarantee output . Indian Army is the largest investor on training , they nevercalculate the ROI as at times the benefits are of notional hygiene . At times training ensures base level performance .
In case it isan HR Head's questio then it must be linked to quality of output such as how many leaders have been created , what is the improvement in sales conversions , How has the FTR improved etc. Pardon my being slightly lateral in my approach to this issue . Views welcome .
dd
From India, Calcutta
There is a classical approach based on Don Kirkpatrick's model of four levels training evaluation .
The other approach is a practical approach to it .
My question to you would be to explore who and why is this question ? I am saying this as sometimes this question is asked as a context to reduce training spends . In case it is coming from an operations or business person , my advice check the context .
Training is supposed to ensure effectiveness of process and skills not result / guarantee output . Indian Army is the largest investor on training , they nevercalculate the ROI as at times the benefits are of notional hygiene . At times training ensures base level performance .
In case it isan HR Head's questio then it must be linked to quality of output such as how many leaders have been created , what is the improvement in sales conversions , How has the FTR improved etc. Pardon my being slightly lateral in my approach to this issue . Views welcome .
dd
From India, Calcutta
Hi DD
Thanks for the critical view on this topic. But I donīt find any reason to compare the ROI of trainings on Indian Army and corporate organisation where we give focus on performance and growth ( or profit.?). Still your message of the methedology inherent in the Defence department can be an a lesson. Yet certainly we will not be allowed to be so luxurios at the cost of business.
Thanks,
Rajan
From India, Bangalore
Thanks for the critical view on this topic. But I donīt find any reason to compare the ROI of trainings on Indian Army and corporate organisation where we give focus on performance and growth ( or profit.?). Still your message of the methedology inherent in the Defence department can be an a lesson. Yet certainly we will not be allowed to be so luxurios at the cost of business.
Thanks,
Rajan
From India, Bangalore
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