Professional Documents
Culture Documents
ROI of Training
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excellent slides at :
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Agenda
1. Measuring the Effectiveness of Training
Program
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Measuring the Effectiveness of
Training Program
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Training Process
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The Four Levels of Evaluation
Level 1 - Reaction
Level 2 - Learning
Four Levels
of Training
Level 3 – Behavior Effectiveness
Application
Level 4 – Business
Impact
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The Four Levels of Evaluation
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The Four Levels of Evaluation
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The Four Levels of Evaluation
II. Learning
III. Behavior
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Level 1 - Reaction
Evaluate trainees’
reactions to the program:
Did they like the program?
Level 1 - Did they like the
Reaction facilitators?
Did they like the training
accommodation and
facilities?
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Guidelines for Evaluating Reaction
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Sample of
Reaction
Form
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Level 2 - Learning
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Guidelines for Evaluating Learning
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Guidelines for Evaluating Learning
Pretest and Posttest Scores on Change Management Training
Example :
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Level 3 – Behavior Application
• The frequency of
application of new
skills/knowledge/
Level 3 – attitudes (on the job)
Behavior
Application • The effectiveness of the
skills/knowledge/
attitudes (as applied on
the job)
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Guidelines for Evaluating Learning
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Example of Survey to Measure Behavior Application
Instruction:
The objective of this questionnaire is to determine the extent to which those who
attended the recent program on Leadership have applied the principles and techniques
that they learned there to the job.
Circle the answer that you consider appropriate for each question.
5 = Much more 4 = More 3 = Same 2 = Less 1 = Much less
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Level 4 – Business Results
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Guidelines for Evaluating Learning
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Performance Indicators
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Performance Indicators
• Job satisfaction
• Conducive working relationship
• Effective communication
• Stress rate
• Quality in decision-making
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Example : Measuring Training Results
Program : TQM
Training
Results after 3
months of 120 units
training, number
of defects 80 units
dropped to 80
units/day
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Example : Measuring Training Results
Program :
Sales Training
Results after 3
months training, 30 units
number of sales
per salesman 20 units
increase to 30
units/month.
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Measuring
Return on Investment of
Training
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Level 5 : Return on Investment of Training
Level 1 - Reaction
Level 2 - Learning
Level 3 – Behavior
Application
Level 4 –
Business Impact
Level 5 – Return
on Investment of
Training
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Criteria for Selecting Programs for Levels
4 and 5 Evaluation
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Benefits of ROI of Training
• Measure contribution
• Set priorities
• Focus on results
• Alter management perceptions of training
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ROI of Training Model
Identify
Intangible Calculate ROI
Benefits of Training
Tabulate
Program
Costs
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Return on Investment Formula
Example :
• Costs per program (25 participants) $ 88,500
• Benefits per program (1st year) $230,625
$ 230,625 – 88,500
ROI = X 100
$ 88,500
ROI = 161 %
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Collecting Data
• Identify appropriate
Collect performance indicators
Data
• Develop a collection plan
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Example of Performance Indicators
Output Time
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Example of Hard Indicators
Cost Quality
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Example of Performance Results
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Isolating the Effects of Training
Using
Control Group
Trend
Methods to Lines
Isolate the
Effects of Participants
Training Estimate
Supervisors of
Participants
Estimate
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Isolating the Effects of Training
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Isolating the Effects of Training
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Trend Lines Analysis
represents
held the estimate
impact of
training.
Trend Projection
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You can download full version of
these excellent slides at :
You can download this brilliant presentation at:
www.HR-Management-Slides.com
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End of Material
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