The document outlines steps for planning a return on investment (ROI) analysis for training courses, including identifying measurable business needs like improved sales or reduced costs, defining how behavior changes from training can achieve goals, determining what skills or knowledge training will provide, and ensuring support for desired changes from learning. The process aims to link corporate objectives, training content, and ROI by measuring expected and actual changes in competence, performance, and results from investing in training.

1. The ROI V ModelLinking corporate objectives to training courses to reveal the ROI.

2. The planning of an ROI measuring process in coaching or training starts here

3. Identify payoff needs:Define payback on investments in human capital

4. Identify the measurable business needs;improved sales, reduced turnover, reduced operating costs, etc.

5. Define application needs; what behaviour change is necessary to achieving the target?

6. Define learning needs; What skill or knowledge will achieve the business objective?

7. Defining preference needs; do I support the process, schedules, or activities of the program?

8. When business needs are linked to preference needs then it is possible to begin the coaching or training.

9. How strong is the support of the program and desired change in attitude as a result of the learning?

10. What is the measurable change in competence that we expect as a result of the training?

11. What is the measurable change in performance that we expect as a result of the training?

12. What is the measurable result of the changes in how people execute their responsibilities?

13. What return on investment was achieved?

14. Completing this analyses allows us to ensure that the effort invested in your team will generate the return required to make your business succeed.