We started our NVQ program a year ago and have branched into assessing under 3 different types of NVQs. I would like to know if anyone measures return on investment from their NVQ program, not necessarily from a cost stand point, but from other measurables (employee morale, absenteeism, higher productivity, safety etc.). If you have measured ROI, how long were you in NVQ before you got enough data to support that NVQ was the reason for the return? We are in Canada and are not able to avail ourselves of any financial incentives from the government so cost is not a measurable.
Many thanks.
Mark Hammond
One Response
We used the folowing indicators
Mark,
I am not entirely sure that this answers your question specifically, but take from it what you will.
We first started a (major) NVQ programme in 1994, although over the years this has ‘blossomed’ into many more learning and development areas, but still includes NVQ’s (at Levels 2, 3 and 4).
Among the indicators we use are Productivity, measured in GP/Person, and Staff Turnover. The first year after the programme commenced, i.e. 1995, productivity fell and staff turnover increased. However, since then productivity has incresaed year on year and at the same time staff turnover has shown an annual decrease. The last 3 years have seen a levelling off on both indicators.
We would not like to claim that NVQ’s were solely responsible for these results, many other organisational changes have taken place over the last 8 years, including accreditation to Investors in People (1996 and 1999).
Hope this helps.