Aguinn
Management Consultant/business Advisor
Anand2007
Regional Trainer - India / Pakistan
Akriti
Hr Executive
Majpanday
Professional
Avinashper
Hr Consultant

I am a new member out here and work as a Country Head - Training for a large MNC.
I and keen to know about the experiences of fellow trainers here on the subject of ROI of training.
Although the people at the top of an organisation swear by need for training and are enthusiastic in investment of resources, but as one goes down there is a feeling that gets generated that trainers as an NPA ( Non-Performing Assets ! ) of an organisation.
So friends, how do we show value of training empirically is the debate here.
Thanks in advance for your inputs.
Cheer
Anand

From United Kingdom, West Drayton
hi
I attended one seminar on TNA(Training need assessement) there they also covered ROI of training.
but when it comes to actually doing it , it is difficult
They said Take account of all the money spent on training/including man hour cost and divide it by cost saving /production increased /waste reduction /inventory control after the training
Calculation is not difficult but proving that all those good effects were because of training is difficult to prove.
Training evaluation is a very subjective thing. It is difficult to show tangible results. We HR professional face this difficulty of showing training as a profitable investment.
In my opinion trainings helps us in
Better decision making
Better interpersonal relations which is vital for getting work done
Better thinking
Problem solving
Quick completion of assignements
importance of team work
thanks
akriti

From India, Chandigarh
Hi Anand,
Well, this happens. I tried attending it like this:
Evaluate Organizational Goals: Long Term, Short Term & Immediate Goals. Plan , administer & audit your training intervention results.
Also evaluate if the training interventions are giving the same "STATUS QUO" results; then design & deliver to " DEVELOPMENTAL MODE". Most of the times the training interventions give the same " Maintenance Function Results" & hence fail to get recognized. My experience says a trainer is only effective if he is a COACH !
Hope this will help you to look at your results in a dimension & will be able to prove to your Bosses.
Keep smiling
Major Panday

From India, Delhi
Hi,

The Topic is really good and the debate taken by you is very obvious. I used to run a T&D Organization for the last 3 years and during my stay I have facilitated several Behavioral Skill Training in some of the top MNCs.

But, honestly I have always felt that the real objective of the Training actually never takes effect. Reason:

a. The Training sessions are always taken as a relaxation mode...a place to get away from the real work.

b. Training session of short duration can never make a impact on the actual behavior change.

c. The Participants almost all the time never connects with the training objective....maybe they are right as the HR Team actually never do a actual "Need Assessment" of the participant...probably the HR are more concerned about the Top line of the management.

There are some problems associated with the process which are never been questioned neither they are ever taken up as a matter of concern resulting in very minimal or nil ROI.........

As we all know the Indian Cricket to match the global standard need to develop international pitches in the home ground, but we never take it seriously....we look for problem somewhere else and get satisfied by putting the blame on something else and say it cannot be solved!

Similarly, we all know the training conducted by organizations in India are never process oriented......

I may be too small to make a statement like that , but still i beleive i have a point or two to maKE and i am seeking answer.....

Extremely sorry , if i have made anybody or anyone feel otherwise.

regards

Avinash

From India, New Delhi
Hello Anand:
Pick up the book High Impact Training: Getting Results and Respect, by Ted Lapidus.
He's developed a seven step High Impact Training Model including a series of forms for keeping Training on Track. I think you'll find what you need; I've used the model for business, education, and government.
ISBN is 0-7879-4642-7 and the publisher is Jossey-Bass/Pfeiffer, in San Francisco.
Alan Guinn, Managing Director
GCG Worldwide

From United States, Bluff City
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