Dinesh Divekar
Business Mentor, Consultant And Trainer
Psychotherapy And Counselling
Shwin Solutions
Corporate Trainer
+1 Other

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How to analyse the behaviour of employees after training and how to convert in value & get final result like ROI of training which company analyse the ROI of Training & Development. Please help me with example
From United States, San Mateo
Dear Ashwini,

You could have given little more information about yourself. Are you student or professional? Are you from Training or HR Department? Do you handle the delivery of the training? What is the nature of the industry? What kind of pre-training analysis do you do about your organisation? There are so many questions associated with your post.

It appears that your post is about Level III and Level IV of Kirkpatrick Model that measures the training effectiveness. Following this model is very difficult. Going from Level I and then rising Level IV were to be that easy then large number of training companies or HOD of Training Departments would have provided their case studies on how and what change they could bring in through employee training. However, these examples are hard to come by.

You can bypass level II and III of this model and leapfrog to Level IV. How? To know this you may check my earlier reply to similar query. Click the following link to refer it:


In the above link, you will get further links. Go through all the links patiently. If required, you may call me on my mobile.


Dinesh Divekar

From India, Bangalore
I am working in automobile sector functioning on Training & development of employees but i don’t know to find training benefits for ROI can you sent a sample examples Regards
From United States, San Mateo
Dear Ashwini,
If you wish to settle your query then you need to give sufficient information. In my previous post, I had asked so many questions. But then your second post was also as much short as first one. Therefore, it appears that giving short posts is your hallmark.
The link that I have provided in the previous post is sufficient. It appears that you are yet to go through it. In this post, there are several links. You will get method of measurement of ROI on training. It appears that you are yet to read it.
When someone provides copy of Ramayana, it would not be fair on your part to ask the relationship between Rama and Seeta! Asking for examples in the second post is nothing but demanding spoon feeding of the highest kind. It is time for you to ask yourself whether you are asking right questions. Please note that the questions a person ask expose him/her more than answers.
Dinesh Divekar

From India, Bangalore
Dear Dhinesh
you can ask them to undergo the Assessment centre to know each one's strengths and weakness
They can understand about their effective utilisation of resources
Psychologist,Psychometrician and Corporate Trainer since 1983
09444144510/ [email protected]

From India, Madras
Dear Dr GV Kumar,
You could have given reply to Ms Ashwini. Your reply is to the wrong person with his wrong spelling. I have not raised the post. Ms Ashwini has raised the post.
Assessment centres are fine. However, to understand other's strength or weaknesses, one should have sufficient subject knowledge. Sans sufficient knowledge, or with half knowledge doing anyone's assessment is dangerous.
Dinesh Divekar

From India, Bangalore
Hi Ms. Ashwini
We have sent you an email and please do let us know in case of any clarifications.
We provide assessment services for employee on training for specific skills and this process reduces training costs and enhances training reach and imparts skill enhancement.

From India, Chennai
Dear Dinesh Divekar
I am giving option for the assessment centre utilisation to understand the Organisational resources for the optimum utilisation and Only professional has to handle the AC. Most of them using the Psychological tools unprofessional ways.

From India, Madras
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