Measuring ROI and Evaluation of Effectiveness of Training Program

Why Select this Training Course?

The Rcademy Measuring ROI and Evaluation of Effectiveness of Training Program is designed to introduce participants to the best practices in organisational learning, training evaluation and management. Candidates will be taught how to measure organisational effectiveness using the latest and most proven methods for measuring, analysing and presenting results. The course covers the Philips and Kirkpatrick models for evaluation, creating an assessment methodology that is best suited to the organisation and how to design and present technical reports on findings. The professional career and practice of participants will be enhanced by attending this vital training course.

What are the Four Levels of Donald Kirkpatrick’s Evaluation Model?

Each year, organisations across the world design and conduct thousands of training courses for their employees and personnel. The consequence of creating and running these courses is usually quite expensive. To evaluate the effectiveness of these training and their sustainability from a financial standpoint, it is essential to calculate the expenses incurred in the process, measure the results achieved so far by employees who partook in them, and decide whether the growth in employees’ output is adequate to recoup the associated costs.

One major tool that most organisations employ in calculating training effectiveness is Donald Kirkpatrick’s Learning Evaluation Model. While being relatively time-consuming to run, the accuracy of the model has, over the years, helped employers to understand which training program should be continued and which is to be discontinued. The model contains four levels, which are:

• Level 1: Reaction
• Level 2: Learning
• Level 3: Behaviour
• Level 4: Results

What is the Value of ROI in Measuring Training Effectiveness?

When analysing training effectiveness, most professionals utilise the fifth level of Kirkpatrick’s model, which is the Return on Investment (ROI) model, created in 1991 by Jack Philips. This methodology allows them to express evaluation data collected from the fourth level in financial terms and then compare the expected profit margin with the expenses incurred by running the training program. In most instances, the head of management utilises the return-on-investment methodology for evaluating the training and employee development outcomes.

This makes the methodology a crucial part of training evaluation for most companies. The return-on-investment model enables management to calculate the expected profits from running a training program and how to ensure the estimated costs fit into the budget. It takes the form of a percentage, expressing the link between the projected cost of a training program and the estimated profit. This is calculated as follows:

ROI = (estimated profit – estimated cost) / estimated costs) x 100%

Who Should Attend?

The following individuals should partake in this Rcademy Measuring ROI and Evaluation of Effectiveness of Training Program:

• Senior-level executivesresponsible for the development and implementation of organisational goals and plans.
• Business managers tasked with implementing strategies to boost business performance in the long run.
• Entrepreneursresponsible for organising, supervising, and assuming the risks of a business plan.
• Business Development managerstasked with assisting businesses in maximising their profitability, developing new sales leads, negotiating client prices, and anticipating sales revenue.
• Account Directorsin charge of organising projects, managing budgets, and coordinating multiple teams to accomplish the objectives of their clients.
• Business Administratorsaccountable for managing a company’s daily activities.
• Management officerstasked with providing administrative assistance and managing queries from employees.
• Finance planners are tasked with analysing the financial statements of a company and designing new economic plans.

What are the Course Objectives?

This Rcademy Measuring ROI and Evaluation of Effectiveness of Training Program is designed to help participants achieve the following outcomes:

• Learn how to evaluate and present a return-on-investment analysis report to clients and stakeholders
• Recognise and utilise 21st-century instruments used in assessing training outcomes and ROIs effectively
• Learn how to fix errors using return on investment techniques
• Demonstrate a good understanding of ROI in connection to learning and development
• Learn how to employ the skills and knowledge learnt for L&D activities
• Learn how to construct an evaluation model that is suitable for specific workgroups and audience
• Explain the concept of return on investment in connection to training
• Understand the principles guiding the Donald Kirkpatrick and Jack Philips models of learning evaluation

How will this Course be Presented?

This training course is participant-based and specially curated to meet their expectations while growing their skills and knowledge. Different techniques and approaches that ensure active learning by participants will be employed to deliver the training. The course will be delivered by experts in the field with years of practice and experience. The modules are designed from extensive and in-depth research on the subject.

The Rcademy Measuring ROI and Evaluation of Effectiveness of Training Program offers theoretical and practical learning by providing lecture notes, slides on the subject, real-life scenarios, and lecture notes. Participants will partake in presentations, quizzes, seminar workshops, and constant feedback on the lessons taught to gauge their satisfaction.

What are the Topics Covered in this Course?

Module 1: Training and Development in the 21st Century

• The evolution of training and development
• Human resources in the 21st century
• Creating training objectives
• The role and function of training and employee development in human resources
• The learning pathway
• The employee learning curve

Module 2: The Context of Learning and Development

• Human resource planning and strategic organisational development
• Defining the organisational learning objectives of your organisation
• Aligning employee developmental needs to suit business goals
• Becoming a learning organisation
• Planning for future competencies and skills
• Managing the development expectations of Gen Z and Gen Y

Module 3: The Importance of Calculating ROI?

• Defining return on investment
• The training industry and ROI
• Identifying the WIFM factors
• Why estimate return on investment?
• Personnel that calculate ROI

Module 4: Analysing Training and Outcome Metrics

• The value of measurable and clear learning goals
• Applying the cost-benefit analysis
• Training budget planning
• Measuring training ROI
• Defining the measurement metrics and parameters
• Measuring tangible and intangible training outcomes
• Tools to measure ROI
• The ROI calculus
• Deriving monetary value of success

Module 5: Evaluating Data for ROI Measurement

• Conducting a good pre-assessment exercise
• Determining employee training costs
• The value of training needs analysis
• Setting expectations with clients and stakeholders
• Conducting a fair post-training evaluation
• The training intervention process

Module 6: Evaluation Levels 1 and 2: Reaction and Learning

• Overview of Donald Kirkpatrick’s learning and evaluation model
• Evaluating formal and informal training methods against the four levels of criteria: reaction, learning, behaviour and results
• Levels 1 and 2: methods and warnings
• Designing an assessment methodology
• Potential pitfalls of Kirkpatrick’s model

Module 7: Evaluation Levels 3 and 4: Behaviour and Results

• Expanding on Kirkpatrick: The Jack Philips ROI model
• Calculating cost-benefit analysis
• Behaviour and results
• Measuring intangibles
• Calculating return on investment

Module 8: Calculating Training Costs

• The importance of training cost data
• Productivity and staffing costs
• Direct costs of employee training
• Projects and practice
• Indirect costs of employee training

Module 9: Writing and Delivering Technical Reports

• Overview of technical report writing
• Features of effective technical writing
• The importance of audience when writing
• Presenting results in person
• The use of punctuation and plain English

Module 10: Measurable Effects of Employee Training

• Isolating data effects
• Projection and forecasting
• The value of a control group
• Using expert reference data
• Applying trend line analysis

Module 11: Managing and Leading the Training

• How to manage and lead the L&D function
• Factors in training planning
• How development fits performance appraisal
• The role of ISO 29993 standards in quality assurance
• E-learning and Learning Management Systems (LMS)