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How to Measure ROI of Training Programs?


You conducted a training program, but were it able to deliver trainees with what you wanted? Did the participants like it or not? Conducting training programs is one thing, and measuring its ROI is another crucial thing to identify its actual success. As per McKinsey and Company, only half of the learning enterprises bother to track their participant’s feedback regarding training programs.

Why is Evaluating Training Program Crucial?

Organizations use training to enhance performance and output, and its evaluation can help confirming its validation as a business tool.

Measuring ROI on training also helps to justify the expenses incurred on a training program.

Training programs must be regularly improved and with a formal evaluation that improvement can be subjective.

There are varieties of training methods available, like classroom training, self-study, on-job training, and more. With adequate evaluation methods, enterprises can select the best method for its employees.

Ways to Measure ROI of Training Programs

Involve Participant by Asking Relevant Questions Well Before Beginning

Employees can learn from your training program only if they are aware that there is something in for them. Involve participant right from the very beginning by asking them questions regarding problems and solutions they have been experiencing over the course of time. Share responses throughout and give them answers to the questions.

Measure Demonstrated Engagement and Not Stated Engagement

Use appropriate response system to identify the actual status of your employees in real time. It is because most individuals say that they do lots of stuff, but in reality, they don’t do everything they say. Ask questions and let the participants respond. Create a competitive yet friendly environment to test their knowledge and encourage their active learning.

Ask Direct but Appropriate Questions to the Participant

If you want your training program to dig out the actual state of mind of the participant, then you need to ask them adequate questions in the correct way. For instance, you can present them with a situation and ask suggestions for the same. Also, you can provide a ‘multiple choice question’ where almost each answer is technically correct, but you may ask them to pick the best. Moreover, you can also ask the participants to structure a work sample and then ask recommendations for improvement from the group.

Get Commitment Before Concluding

Before you are just about to end the session, get a commitment from each participant on actions they will do. You can get a commitment for tactical changes they would like to institute when they are back to work. To get more real time results, you can even remind the participants about their commitment.

Let the Training Program Extend to their Daily Jobs

There are numerous affordable and efficient web-based ARS systems available that you may employ in order to send each participant a summary of their responses from the session. These systems even allow you to send text messages and reminders of what they have learned and what they have committed.

Eventually, ask the participants what they have learned and check what they have put into practice as this will help you calculate the actual ROI of your training program.

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