How to Measure Training Results
A Practical Guide to Tracking the Six Key Indicators
Number of pages: 300
Publisher: McGraw-Hill Education
BBB Library: Human Resources, Operations Management
ISBN: 9780071387927
Editorial Review
Too often, training has been viewed as either a line-management responsibility, or a responsibility of the HR or training department. The truth is: management and HR are jointly responsible. Senior management do not ask enough questions about results, because training costs are budgeted and allocated in ways that create indifference from others. Or because management has bigger fish to fry, and the training staff feels that training participants, line managers, and others will not cooperate in providing the data necessary to measure results. Training staff and managers have been led to believe that the effects of training cannot be measured credibly, i.e. that they cannot be isolated from the influence of other performance improvement factors or that it is too difficult or too resource intensive to measure the effects of training. Depending on the organization and the culture, one or more of these factors contribute to the lack of evidence that training brings benefits to the organization that are greater than the costs incurred. In today's environment of tighter budgets, stakeholders want to know the end results of training in organizations. What did a training program add to the organizations performance and the bottom line? Did it work? If so, why? And if not, what could have been done differently? We will give you the tools to answer these questions. Using a unique ROI Process, a proven systematic methodology for measuring and assessing the organizational impact of training.
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Wisdom to Share
There are two types of evaluation plans that must be developed prior to implementing the evaluation initiative. The data collection plan is the initial planning document.
The ROI analysis plan follows the development of the data collection plan, and together they comprise the evaluation strategy.
Intangible benefits are those positive results that either cannot be converted to monetary values or would involve too much time or expense in the conversion to be worth the effort.
In some situations, intangible effects on teamwork, job satisfaction, communication and customer satisfaction are as important as monetary measures.
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