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PT Strategic Development for Managers |
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Improving Performance |
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Looking for books on Training ROI? Start with the two classics: "Evaluating Training Programs: The Four Levels" by Donald Kirkpatrick, and the "Handbook of Training Evaluation and Measurement Methods" by Jack Phillips. See some of the work done by Phillips and Jac Fitz-enz for a broader approach to evaluating HR's impact. |  |
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Managers are increasingly asking HR to prove its relevance to business needs. While the single biggest expense of most HR departments is training, few HR managers are able to explain to general management the return the employer gets for this investment. We can work with a team of client employees to develop a broad and detailed evaluation plan for training programs.
In the most common approach, training can be evaluated at four levels, as proposed by Donald Kirkpatrick:
- Reaction
- Learning
- Behavior change
- Impact (on the organization)
The higher the level, the more useful the information is to general management, but the harder it is to collect relevant, objective data. An evaluation plan needs to include a mix of evaluation levels for different programs, balancing the need for impact data with the costs of collection.
One use of impact data receiving a great deal of attention is the calculation of the Return on Investment (ROI) of training programs. We have trained consultants who can work with clients to develop an ROI initiative and train personnel in the ROI method, as developed by Jack Phillips of the USA.
Email us for more information on training ROI programs