How to analyze the behavior of employees after training and how to convert it into value and get a final result like ROI of training, which companies analyze the ROI of Training and Development. Please help me with an example.
From United States, San Mateo
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From United States, San Mateo
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Dear Ashwini,
You could have given a little more information about yourself. Are you a student or a professional? Are you from the Training or HR Department? Do you handle the delivery of the training? What is the nature of the industry? What kind of pre-training analysis do you conduct about your organization? There are so many questions associated with your post.
It appears that your post is about Level III and Level IV of the Kirkpatrick Model that measures training effectiveness. Following this model is very difficult. If going from Level I and then rising to Level IV were that easy, then a large number of training companies or HODs of Training Departments would have provided their case studies on how and what changes they could bring through employee training. However, these examples are hard to come by.
You can bypass Level II and III of this model and leapfrog to Level IV. How? To know this, you may check my earlier reply to a similar query. Click the following link to refer to it:
https://www.citehr.com/523786-traini...oft-skill.html
In the above link, you will find further links. Go through all the links patiently. If required, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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8219You could have given a little more information about yourself. Are you a student or a professional? Are you from the Training or HR Department? Do you handle the delivery of the training? What is the nature of the industry? What kind of pre-training analysis do you conduct about your organization? There are so many questions associated with your post.
It appears that your post is about Level III and Level IV of the Kirkpatrick Model that measures training effectiveness. Following this model is very difficult. If going from Level I and then rising to Level IV were that easy, then a large number of training companies or HODs of Training Departments would have provided their case studies on how and what changes they could bring through employee training. However, these examples are hard to come by.
You can bypass Level II and III of this model and leapfrog to Level IV. How? To know this, you may check my earlier reply to a similar query. Click the following link to refer to it:
https://www.citehr.com/523786-traini...oft-skill.html
In the above link, you will find further links. Go through all the links patiently. If required, you may call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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I am working in automobile sector functioning on Training & development of employees but i don’t know to find training benefits for ROI can you sent a sample examples Regards
From United States, San Mateo
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From United States, San Mateo
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Dear Ashwini,
If you wish to settle your query, you need to provide sufficient information. In my previous post, I asked many questions. However, your second post was as brief as the first one. Thus, it seems that posting concisely is your trademark.
The link I shared in the previous post should be adequate. It seems you have not reviewed it yet. In this post, I have included several links. You will find the method of measuring ROI on training. It seems you have not read it yet.
When someone shares a copy of the Ramayana, it would not be fair for you to inquire about the relationship between Rama and Seeta! Requesting examples in the second post is akin to seeking extensive guidance. It is time for you to consider if you are posing the right questions. Please remember that the questions a person asks reveal more about them than the answers.
Thanks,
Dinesh Divekar
From India, Bangalore
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If you wish to settle your query, you need to provide sufficient information. In my previous post, I asked many questions. However, your second post was as brief as the first one. Thus, it seems that posting concisely is your trademark.
The link I shared in the previous post should be adequate. It seems you have not reviewed it yet. In this post, I have included several links. You will find the method of measuring ROI on training. It seems you have not read it yet.
When someone shares a copy of the Ramayana, it would not be fair for you to inquire about the relationship between Rama and Seeta! Requesting examples in the second post is akin to seeking extensive guidance. It is time for you to consider if you are posing the right questions. Please remember that the questions a person asks reveal more about them than the answers.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dhinesh,
You can ask them to undergo the Assessment Centre to understand each one's strengths and weaknesses. They can learn about the effective utilization of resources.
Regards,
Dr. G.V. Kumar
Psychologist, Psychometrician, and Corporate Trainer since 1983
09444144510 / gvkumaar@yahoo.com
From India, Madras
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You can ask them to undergo the Assessment Centre to understand each one's strengths and weaknesses. They can learn about the effective utilization of resources.
Regards,
Dr. G.V. Kumar
Psychologist, Psychometrician, and Corporate Trainer since 1983
09444144510 / gvkumaar@yahoo.com
From India, Madras
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Dear Dr. GV Kumar,
You could have replied to Ms. Ashwini. Your response was directed to the wrong person and misspelled. I did not initiate the post; it was Ms. Ashwini who did.
Assessment centers are beneficial. However, to accurately assess someone's strengths and weaknesses, one must possess adequate subject knowledge. Conducting assessments with insufficient or incomplete knowledge can be risky.
Thanks,
Dinesh Divekar
From India, Bangalore
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You could have replied to Ms. Ashwini. Your response was directed to the wrong person and misspelled. I did not initiate the post; it was Ms. Ashwini who did.
Assessment centers are beneficial. However, to accurately assess someone's strengths and weaknesses, one must possess adequate subject knowledge. Conducting assessments with insufficient or incomplete knowledge can be risky.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi, Ms. Ashwini,
We have sent you an email, and please do let us know in case of any clarifications. We provide assessment services for employees on training for specific skills. This process reduces training costs, enhances training reach, and imparts skill enhancement.
Regards,
Shwin
From India, Chennai
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We have sent you an email, and please do let us know in case of any clarifications. We provide assessment services for employees on training for specific skills. This process reduces training costs, enhances training reach, and imparts skill enhancement.
Regards,
Shwin
From India, Chennai
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Dear Dinesh Divekar,
I am providing an option for the utilisation of the assessment centre to understand the organisational resources for optimum utilisation. Only professionals should handle the assessment centre. Most of them are using psychological tools in unprofessional ways.
From India, Madras
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I am providing an option for the utilisation of the assessment centre to understand the organisational resources for optimum utilisation. Only professionals should handle the assessment centre. Most of them are using psychological tools in unprofessional ways.
From India, Madras
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Organisational Behaviour.ppt