I am a bit foxed and so ask your opinions and views. A few of myclients come up with a request to measure a behavioural training program. I am at a loss, to understand this request and troubled at giving them a suggestion. Since many training and HR professionals visit this site, i seek your comments and suggestions in this area.... Saandeep, New Delhi

From India, New Delhi
Dear Sandeep,

There is no specific metric or tool by which you can measure behavioral training program.

How ever you can use the below metrics for measuring other effectiveness of traning program:

Training and Development Metric

1 Percentage of Employees Trained=>The number of employees receiving training as a percentage of total employee headcount.

2 Training Costs As a Percentage of Compensation=>Training costs as a percentage of compensation costs

3 Training Costs As a Percentage of HR Expenses => Training costs as a percentage of HR expenses

4 Training Costs As a Percentage of Revenue => The total costs of training & development as a percentage of the total revenue

5 Training Costs Per FTE => The rupee amount spent on training per full-time equivalent employee

6 Training Costs As a Percentage of Operating Expenses=> The internal and external training costs as a percentage of operating expenses

7 Training Costs Per Trained Employee=>The Rupees spent on training for each employee who received training

8 Training Investment Factor=>Training cost per employee.

9 Training (ROI)=> The total financial gain/benefit an organization realizes from a particular training program, less the total direct and indirect costs incurred to develop, produce, and deliver the training program

10 Training Staff Ratio=> The number of full-time equivalent employees for each full-time equivalent employee working in training & development

11 Training Costs Per Hour =>The Rupees spent on training per employee per hour of training provided

12 Training Hours Per Employee =>The number of hours spent on training & development per employee

I believe you are working as a training consultant, from your perspective you need to have a solution for your client, however stupid it may be.

What you can do, before any behavioral training program evaluate the standard of the participant, may be you can give them some rating. After the training program, ask your client to keep them under observation for the next 3 to 6 months. And ask them to give a rating once again.

This might be a way you can measure behavioural training and moreover a solution to your client.

Keep sharig your experience or any other approach you adopt.

For any further clarification feel free to write or discuss.

From India, Mumbai
Dear Saandeep,
If you had searched this forum, you would not have got foxed. Anyway check my following comments of the past posts:
(though this is related to technical training, the comments are useful to behavioural training as well)
If your clients want to measure the effectiveness of the training, then they must conduct the test after 1-2 months. How many clients will be ready for this?
Dinesh V Divekar

From India, Bangalore
Dear Sandeep,
Dinesh Divekar has given an apt response with links. Hence, I will raise a question and give a link. What do you do with your clients? It is not clear as to what field you work in. The effect of Behavioural training is one of the most difficult areas to measure, as it can take a considerable time to effect changes. There is an old saying "Old habits die hard". Hence, unless new behaviour is reinforced, there is a tendency to revert back to old behaviour. Please also see How to measure training effectiveness

From United Kingdom
Hi Sandeep,
I am in search for organizations conducting Behavioural Training & Development Programmes and interested in knowing the Return on Investment of such programmes which has so far been considered a difficult task. I am pursuing my PHD on this topic from Department of Commerce, Delhi School of Economics. I need database for implementing my research work and prove the way it works.

From India, Delhi
Hi Sandeep,

Lets assume a scenario for example a training on How to Handle Stress and you need to calculate the effectiveness of the program.

In this case, it is very simple to calculate the effectiveness:

1) Based on the training program, just draft a pre-training assessment.

2) This assessment will include generic and focused questions, and metrics to calculate the stress index of the trainees.

3) Create another post training assessment to calculate how well the attendees are able to handle the stressful situations or whatever you covered in the training.

4) Now after the training, conduct the post training assessment.

5) During both these assessments you will be calculating everything on an index and each participant will get an index.

6) The difference in the index will be used to define your training effectiveness.

For example, if a participant gets 2 in the pre-assessment, and 5 in the post-assessment, the difference is your training effectiveness.

If you need help in drafting these assessments, do contact me at


From India, New Delhi
Dear Parul,
You have given good suggestion however, it can be further improved also. The most important measure about training on stress management is revenue loss because of stress before the training and revenue loss after the training.
While your suggestion stops at Level III of Kirkpatrick Model, I would like to take it further to the Level IV.
Measurement of revenue loss because of the stress is quite difficult but not impossible. Nevertheless, it requires tremendous maturity on the part of HR as well as of organisation as a whole. In very few cases you find this maturity hence training professionals restrict their measurement up to the feedback (at the end of the training), take a pat on the back and move on.
Dinesh V Divekar

From India, Bangalore

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