Training Impact Measurement- Return on Impact (RoI) Model

Return on Impact (RoI) Model for Skill Training Raman K. Attri Raman K. Attri © Copyrights 2009 R. K. Attri

Return on Investment (ROI) approach is no more valid in many skill based business focused training events.

Return on Impact (RoI) is a new approach which measures the difference training has created on those governing business/ service or revenue parameters which drives training needs.

4-Tier Practical Training Value Measurement Model Training Expectation Measurement Trainee feedback scores on initial impression on to what extent training met their expectations of learning, skills and knowledge. Tool: Survey Form Student feedback Tier-1 Expectations

4-Tier Practical Training Value Measurement Model Training Expectation Measurement Trainee feedback scores on initial impression on to what extent training met their expectations of learning, skills and knowledge. Tool: Survey Form Student feedback Tier-1 Expectations Pre-Training Vs Post-Training Assessment Tier-2 Improvement Training Improvement Measurement Assessment of trainee’s training exposure and expertise gained on same set of tasks before and after training. Includes comparison of in-training & Post-training test performance, If applicable. Tool: Pre-training and Post-training Survey Forms. Post-training performance tests .

4-Tier Practical Training Value Measurement Model Training Expectation Measurement Trainee feedback scores on initial impression on to what extent training met their expectations of learning, skills and knowledge. Tool: Survey Form Training effectiveness Measurement Post-training normalized feedback scores and its quarterly trends. Feedback from trainee Manager on visible incremental changes in trainee skills, service parameters and on-job behavior. Tool: Quarterly Follow-on Survey from Managers Student feedback Tier-1 Expectations Post-Training On-Job Behavior Survey Tier-3 Effectiveness Pre-Training Vs Post-Training Assessment Tier-2 Improvement Training Improvement Measurement Assessment of trainee’s training exposure and expertise gained on same set of tasks before and after training. Includes comparison of in-training & Post-training test performance, If applicable. Tool: Pre-training and Post-training Survey Forms. Post-training performance tests .

4-Tier Practical Training Value Measurement Model Training Expectation Measurement Trainee feedback scores on initial impression on to what extent training met their expectations of learning, skills and knowledge. Tool: Survey Form Training effectiveness Measurement Post-training normalized feedback scores and its quarterly trends. Feedback from trainee Manager on visible incremental changes in trainee skills, service parameters and on-job behavior. Tool: Quarterly Follow-on Survey from Managers Student feedback Tier-1 Expectations Post-Training On-Job Behavior Survey Tier-3 Effectiveness Improvement in business indicators, revenue figures or success parameters Tier-4 Impact Pre-Training Vs Post-Training Assessment Tier-2 Improvement Training Improvement Measurement Assessment of trainee’s training exposure and expertise gained on same set of tasks before and after training. Includes comparison of in-training & Post-training test performance, If applicable. Tool: Pre-training and Post-training Survey Forms. Post-training performance tests . Training Impact Measurement Impact of training for improving revenues, enhancing business or other success factors driving the training needs. Tool: Comparison of Baseline data and Quarterly business data, Impact Factor calculation sheets

Tier-1: how closely does Training meet the expectations of trainees?

Feedback score collected from each trainee at end of the class

Record general impression about the Training on a numerical scale of 1-5 or similar

Average score reflects how closely training met expectations of field and how close it is aligned with business needs identified earlier which drives the training.

Tier-2: how well Training improved skills of trainees?

Collect Pre-training and post-training data on trainee’s skills before and after the training. A well drafted skill based survey can be used.

Compare improvements in exposure or expertise gained by the trainee as seen on post-training survey by comparing it with pre-training survey.

Conduct in-training skill tests as part of the qualification criteria to measure the improvement in the learned skills.

Tier-3: How effective does the training prove in changing On-job-behavior and skills of trainee?

Collect quarterly feedback from trainee’s manager on his observations on improvement of trainee’s on-job performance/ behavior or skills after attending training.

Analyze the trends in key on-job-performance parameters or indicators as seen on survey with respect to previous quarters.

Convert delta into normalized scores to indicate the value created by training in the work efficiency of the trainee

Ensure continual measurement of effectiveness after regular intervals to assess long term value of the training.

Tier-4: To what extent training does impact in improving business / revenue or service parameters specific to trainees or group of trainees?

Measure quarterly the business indicators of the trainee’s job or service parameters based on nature of job. Business indicators could be collected based on individual job or group responsible for the said function.

Ideally business indicator data before the training should be used as baseline.

Record the business parameters or governing service parameters on quarterly basis

Calculate qualitative or quantitative impact factor based on normalized delta.

Author

Contact the author: Raman K. Attri at: [email_address] for any questions.

Author is a Learning and Training specialist with 15 years of combined experience in product development, programme management, training & learning management. His areas of expertise is organizational learning, Personal Knowledge Management and training effectiveness.