A return on investment from training is more than measuring how happy people were with the course and the instructor. It is about measuring the quality, quantity, time, and cost of the training against the organisational benefits or the difference it has made to the competence that people apply back at work

Read more about getting a return on investment from training here

Training Twaddle About Evaluation

By |2019-02-03T17:58:04+00:00October 25th, 2017|Categories: Evaluating Training, Strategic Human Resource Management, Training and Development|Tags: , |

At the quarterly management meeting heads of department were presenting progress reports. Head of distribution had just finished sharing his news on the goods lost in transit and damaged goods issues. He was applauded for the significant  impact of these initiatives in the reduction in customer complaints and the decrease in goods being written off, demonstrating [...]

Competency Based Training NEEDS Analysis

By |2020-08-10T08:21:32+00:00February 28th, 2015|Categories: competency based courses and resources , Human Resource Management, Learning Design, Strategic Human Resource Management, Training and Development|Tags: , , , |

As a provider of learning and development services I get frequent requests for designs of bespoke training courses and for delivery of existing courses into a range of organisations in various sectors. Each situation involves the addressing the development needs of unique individuals in groups and therefore requires an analysis of training needs. Whether we design [...]

Is your Training and Development Footprint Shrinking?

By |2017-01-05T10:29:10+00:00March 11th, 2013|Categories: Evaluating Training, Learning Design, Strategic Human Resource Management, Training and Development|Tags: |

Learning professionals have always known that they should be measuring the return on Investment from training and development or the contribution of their interventions in terms of business performance, but there has been very little external pressure on them to do so. As long as there was a demand for training coupled with the happiest of [...]

Why be in the training rat race

By |2017-01-05T10:29:10+00:00September 5th, 2012|Categories: Evaluating Training, Strategic Human Resource Management, Training and Development|Tags: , , |

In a land far away, I went along with a representative from a provider of training to meet their client, on the journey to the meeting I said to the representative, “There are at least twenty providers of training offering services to this company why should they choose you?” His response to this question came as [...]

Cost Effectiveness of Your Training Investment

By |2017-01-05T10:29:11+00:00May 24th, 2012|Categories: Human Resource Management, Tips for Training, Training and Development|Tags: , |

Training can be an expensive proposition, when you factor in all direct and indirect costs, training can quickly become a huge expense. Think about how much your company is investing in employee training and development and consider the effectiveness of your existing strategies for obtaining as high a return as possible on this investment. This article [...]

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