How Do You Measure Employee Behavior Changes and ROI After Training? Seeking Examples and Insights

How to analyze the behavior of employees after training and how to convert it into value and get a final result like ROI of training, which companies analyze the ROI of Training and Development. Please help me with an example.

You could have given a little more information about yourself. Are you a student or a professional? Are you from the 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 conduct about your organization? There are so many questions associated with your post.

Kirkpatrick Model: Level III and IV

It appears that your post is about Level III and Level IV of the Kirkpatrick Model that measures training effectiveness. Following this model is very difficult. If going from Level I and then rising to Level IV were that easy, then a large number of training companies or HODs of Training Departments would have provided their case studies on how and what changes they could bring 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 a similar query. Click the following link to refer to it:

https://www.citehr.com/523786-traini...oft-skill.html

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

Thanks,

Dinesh Divekar

I am working in the automobile sector focusing on training and development of employees, but I don't know how to identify training benefits for ROI. Could you please provide some sample examples?

Regards

Dear Ashwini, If you wish to settle your query, you need to provide sufficient information. In my previous post, I asked many questions. However, your second post was as brief as the first one. Thus, it seems that posting concisely is your trademark. The link I shared in the previous post should be adequate. It seems you have not reviewed it yet. In this post, I have included several links. You will find the method of measuring ROI on training. It seems you have not read it yet.

When someone shares a copy of the Ramayana, it would not be fair for you to inquire about the relationship between Rama and Seeta! Requesting examples in the second post is akin to seeking extensive guidance. It is time for you to consider if you are posing the right questions. Please remember that the questions a person asks reveal more about them than the answers.

Thanks,
Dinesh Divekar

Dear Dr. GV Kumar,

You could have replied to Ms. Ashwini. Your response was directed to the wrong person and misspelled. I did not initiate the post; it was Ms. Ashwini who did.

Assessment centers are beneficial. However, to accurately assess someone's strengths and weaknesses, one must possess adequate subject knowledge. Conducting assessments with insufficient or incomplete knowledge can be risky.

Thanks,
Dinesh Divekar