Dear All,
Contribute in discussions, address queries, upload material which is useful for others, refer links which can add value. But don't make generalized statements. I consider this as basic rule which is expected to be followed by all on this site.
I've strong objections on many of the generalized comments being passed on here. Pls understand and note that there are always different perspectives / sides of a coin / practice / policy etc.
One can not stick to xyz model only. Like any other policy / practice, it is important to find what suits the company the most. Accordingly, the policy / practice needs to be formulated and implemented.
I'm an HR professional and I take pride in informing you that I've seen companies using ROI model. I must add here to say that - companies and HR professionals have matured to such an extent that - ROE - Return on Expectations - model is being followed to ensure that the expectations are defined before the start of the training and the same is evaluated post training.
With regards,
Shashankkumar
From India, Pune
8Contribute in discussions, address queries, upload material which is useful for others, refer links which can add value. But don't make generalized statements. I consider this as basic rule which is expected to be followed by all on this site.
I've strong objections on many of the generalized comments being passed on here. Pls understand and note that there are always different perspectives / sides of a coin / practice / policy etc.
One can not stick to xyz model only. Like any other policy / practice, it is important to find what suits the company the most. Accordingly, the policy / practice needs to be formulated and implemented.
I'm an HR professional and I take pride in informing you that I've seen companies using ROI model. I must add here to say that - companies and HR professionals have matured to such an extent that - ROE - Return on Expectations - model is being followed to ensure that the expectations are defined before the start of the training and the same is evaluated post training.
With regards,
Shashankkumar
From India, Pune
Dear Mr Shashankkumar,
While making it clear that I do not wish to have showdown with anybody, I would like to say that your post merits rebuttal. My paragraph-wise replies are given in italics:
Contribute in discussions, address queries, upload material which is useful for others, refer links which can add value. But don't make generalized statements. I consider this as basic rule which is expected to be followed by all on this site.
What you say as "basic rule", let me take it as "lofty rule". Nevertheless, evidence contrary to this either basic or lofty rule is available on this very forum. There is absolute no generalisation as such. Please take some trouble and find out how many training companies have shared pearls of their wisdom! The only purpose for which this forum is used is to promote their services.
I've strong objections on many of the generalized comments being passed on here. Pls understand and note that there are always different perspectives / sides of a coin / practice / policy etc.
Whatever perspectives, the end result of training is measurement of its effectiveness. The discussion centres around this. On the contrary, representative of one training company has used this thread to market the service of that company. The member did not deem it fit to show some common sense on starting a new thread rather than intruding on a thread where some serious discussion was going on
One can not stick to xyz model only. Like any other policy / practice, it is important to find what suits the company the most. Accordingly, the policy / practice needs to be formulated and implemented.
No need to stick any model such. But show the evidence of effectiveness of training.
I'm an HR professional and I take pride in informing you that I've seen companies using ROI model.
Evidence lends credibility to any argument. Please provide evidence. Is this company Indian? What about providing evidence of your own current or past company?
I must add here to say that - companies and HR professionals have matured to such an extent that - ROE - Return on Expectations - model is being followed to ensure that the expectations are defined before the start of the training and the same is evaluated post training.
No general statements please. Provide evidence who has measured "Return on Expectations (ROE)". Is it Indian company? You may not quote some example from Howard or something like that.
Let me reiterate that this is only the rebuttal as I wish to bring fellow member to the real world. Otherwise, HR has penchant to live in some illusory world.
Thanks,
Dinesh V Divekar
From India, Bangalore
While making it clear that I do not wish to have showdown with anybody, I would like to say that your post merits rebuttal. My paragraph-wise replies are given in italics:
Contribute in discussions, address queries, upload material which is useful for others, refer links which can add value. But don't make generalized statements. I consider this as basic rule which is expected to be followed by all on this site.
What you say as "basic rule", let me take it as "lofty rule". Nevertheless, evidence contrary to this either basic or lofty rule is available on this very forum. There is absolute no generalisation as such. Please take some trouble and find out how many training companies have shared pearls of their wisdom! The only purpose for which this forum is used is to promote their services.
I've strong objections on many of the generalized comments being passed on here. Pls understand and note that there are always different perspectives / sides of a coin / practice / policy etc.
Whatever perspectives, the end result of training is measurement of its effectiveness. The discussion centres around this. On the contrary, representative of one training company has used this thread to market the service of that company. The member did not deem it fit to show some common sense on starting a new thread rather than intruding on a thread where some serious discussion was going on
One can not stick to xyz model only. Like any other policy / practice, it is important to find what suits the company the most. Accordingly, the policy / practice needs to be formulated and implemented.
No need to stick any model such. But show the evidence of effectiveness of training.
I'm an HR professional and I take pride in informing you that I've seen companies using ROI model.
Evidence lends credibility to any argument. Please provide evidence. Is this company Indian? What about providing evidence of your own current or past company?
I must add here to say that - companies and HR professionals have matured to such an extent that - ROE - Return on Expectations - model is being followed to ensure that the expectations are defined before the start of the training and the same is evaluated post training.
No general statements please. Provide evidence who has measured "Return on Expectations (ROE)". Is it Indian company? You may not quote some example from Howard or something like that.
Let me reiterate that this is only the rebuttal as I wish to bring fellow member to the real world. Otherwise, HR has penchant to live in some illusory world.
Thanks,
Dinesh V Divekar
From India, Bangalore
Interesting discussion.
When we talk about metrics, we are only talking about a result and not what caused it. Being in training domain for last couple of years, I believe that many organizations still find it difficult to find the cause, hence find it difficult to focus on the ROI of their Human Capital. Perhaps they don't know how to break down the corporate level metric and view it from different angles.
It is time that we move from simple metrics to impact measurement and do predictive analysis about the needs of the employees and the organization.
From India, Delhi
When we talk about metrics, we are only talking about a result and not what caused it. Being in training domain for last couple of years, I believe that many organizations still find it difficult to find the cause, hence find it difficult to focus on the ROI of their Human Capital. Perhaps they don't know how to break down the corporate level metric and view it from different angles.
It is time that we move from simple metrics to impact measurement and do predictive analysis about the needs of the employees and the organization.
From India, Delhi
Dear Dinesh,
You may read your posts on this subject to understand my objections / reservations, if you feel it is required.
This forum is not to prove oneself / one's practices / policies. Your cup seems to be full.
Regards,
Shashankkumar
From India, Pune
You may read your posts on this subject to understand my objections / reservations, if you feel it is required.
This forum is not to prove oneself / one's practices / policies. Your cup seems to be full.
Regards,
Shashankkumar
From India, Pune
I think the fundamental difference is in the fact that the boss needs to know how and where the inputs from the program would be used and how the organization must ensure that adequate room is given to implement the learnings from the program.
Unfortunately, in India, we probably don't focus on implementation... That takes the roles of the HR off the hook. So, most programs are coffee-and-tea sessions. No offense, but like DVD said, it stems from the leadership and the culture.
From United States, Daphne
Unfortunately, in India, we probably don't focus on implementation... That takes the roles of the HR off the hook. So, most programs are coffee-and-tea sessions. No offense, but like DVD said, it stems from the leadership and the culture.
From United States, Daphne
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ROI Training.zip
Training ROI Calculator.xls