IMI - International Company for Human Resources & Management Development

Measuring & Maximizing the ROI of Training Programs

HR and training managers have to continuously justify the amounts of money that are spent on training. Training is often seen as a waste of time, money and effort. The value added through training is often questioned. How do we know the value of training if we do not measure the value of training? ROI in training is about measurement: measuring the return on the money invested in training. ROI is about accountability and responsibility for the particular investment in training. This workshop has been put together to improve the ultimate aim of any training program. It is practical and therefore, will improve organisational performance which will add to organisational effectiveness and profitability. In order to measure performance a person needs to determine the monetary value of the performance in its current status. This workshop is completely hands-on, full of tested techniques which are learned by doing.

Benefits & Added Value

  • By the end of the 5 days workshop, participants will be able to:

    1. Answer the following questions:

    How can I measure ROI to determine the value added to the organisation?

    What are the steps to measure ROI?

    How often should ROI be measured?

    In which areas of learning and change in behavior can ROI be measured?

    How do I implement the ROI process in the organisation?

    How do I attach a monetary value to learning?

    What are the benefits of measuring ROI?

    How do managers overcome resistance to measuring ROI?

    2. Do the following:

    Plan for an ROI project in the training department.

    Identify and implement the 5 steps to calculating the ROI.

    Quantify information before the training in order to obtain a baseline (e.g. number of calls answered, number of customer complaints, etc.).

    Use different techniques to isolate factors.

    Covert this data to monetary value (e.g. the cost of answering a call).

    Effectively allocate resources for ROI.

    Communicate results to training staff and the whole organisation.

    Design improvement plans for training programs in order to increase ROI.

    Use the data to market future learning programs.

  • Who Should Attend?

    -  Training Professionals.
    -  HR and Training Managers.

Program Content

  • Module 1: Introduction

    ROI measurement for training.

    ROI as a process.

    ROI as perception.

    Module 2: Measuring Effectiveness of Training

    Benefits and costs of ROI.

    Why measure ROI.

    Isolating the value.

    Alignment with strategic goals.

    ROI in Human Capital vs. Non-Human Capital.

    Module 3: Measuring ROI of Training

    Inhibitors to ROI measurement.

    Measuring training effectiveness.

    Criteria for effective ROI process.

    Module 4: Enhancing Effectiveness & ROI of Training
    The Phillips Process Model:

    Identify the returns.

    Identify the investment.

    Steps in the process.

    Module 5: Working with specific Tools
    Sources of Data and Data Collection methods

    Sources of data.

    Data Collection methods.

    Factors in Return and Investment.

    Return (Benefit) factors.

    Investment (Cost) factors.

    Module 6: Other ROI Models

    Stufflebeam – CIPP.

    Kaufman's Five Levels of Evaluation.

    CIRO (context, input, reaction, and outcome).

    Alkins UCLA model.

    Module 7: Presenting the Result to Senior Managers

    Module 8: Personalized Action Plan