How Do You Measure the Real Impact of Training Programs in Your Organization?

Hi,

Can anybody tell me how we can measure the effectiveness of any training undertaken by us?

With regards,
Neelam

Hello Priyanka,

I would like to know more about the ROI program that you are talking about since I have known that calculating ROI effectiveness of training programs is quite difficult. Most organizations never reach that level of impact measurement. This topic is extremely relevant to me since I am currently doing my summer internship at RBI on the project "Impact Evaluation Of Training Programs"...

Looking forward to some thoughts...

With Regards,
Monica

Hello Monica,

If you have not already seen these sites, kindly take a look. They are quite informative.

- [Assessing the ROI of training](http://fastrak-consulting.co.uk) (Search On [CiteHR](https://www.citehr.com/results.php?q=Assessing%20the%20ROI%20of%20trainin g) | Search On [Google](https://www.google.com/search?q=Assessing%20the%20ROI%20of%20training))

- [www.vancouver.wsu.edu/fac/seitz/trainingroi.doc](http://wsu.edu) Both found by Google search at [impact of training + ROI - Google Search](http://www.google.co.uk/search?hl=en&q=impact+of+training+%2B+ROI&btnG=Goo gle+Search&meta=&aq=f&oq)=

Simhan
A retired academic in the UK

Hi Simhan,

Thank you for sharing information about ROI. I would like to learn more about ROI. Do companies really prioritize ROI? Who is responsible for calculating ROI? What impact does it have on future trainings by a trainer?

With regards,
Neelam

Hi,

Theoretically, you can take feedback from managers and the employees. Practically, you can review their quarterly performances.

Hi,

If companies are spending, they need to evaluate... If it is technical training, you can measure it through a technical test. But if it is a soft skill, then measuring becomes difficult. However, that does not mean the company will not reach that stage. As a trainer, when we deliver training, we need to assure the corporate of the returns as well. In most organizations, the first step is a feedback form, either a standard one or customized based on the training objectives, to get more accurate feedback. To encourage openness, participants can be asked not to mention their names. The second step is to call a few participants in person and ask for feedback.

Can we measure the performance of a child in his childhood itself? Perhaps not, but we can certainly discern the training provided by his parents as he grows. There will be gradual changes, and that's part of learning. However, this doesn't mean parents should not train him.

Aparna Sethi

Hi Monica,

The universally accepted model for measuring training effectiveness is the Kirkpatrick model. Browse the internet, and you will find everything on the topic. In our organization, we have utilized up to three levels. It is challenging but effective enough.

Dear Neelam,

The evolution of training is based on the classification of employees into low performers, middle-level performers, and high-level performers. Analyze how many low performers have been converted to the medium or high level after training. You can also email me at azaz@gmjindia.com or feel free to call 9957788067.

Azaz

Hi,

Thank you, Simhan, for sharing the important links on the topic. I am also following the universally accepted Kirkpatrick model for my project, but I am in search of organizations that actually go up to the 5th level, as specified in the Phillips Model, i.e., calculating ROI. And it's difficult, I know. Anyways, thank you all for all the info.

Regards, Monica