1. Organizational Learning
Analytics Masterclass
Optimize Training Return on Investment (ROI) Through Strategic Evaluations of Training
Effectiveness for Improved Business Results!
Dubai • 12 & 13 December 2011
Using Ron’s Measurement and ROI Process, Workshop Graduates
Returned to Their Organization and Evaluated the Business
Outcomes and Return on Investment (ROI) of Specific Training
Solutions. Sample Results:
Type of Intervention Business Outcome ROI
Leadership development Reduced employee turnover by 25% 67%
program for high potential Reduced replacement costs by 15%
Course Facilitator: leaders
Mr. Ron Drew Stone
Sales training solution for Increased new sales by 6%. Revenue 55%
President sales force increase of 8% in service department
Centre for Performance and ROI
Customer care training Reduced complaints 30%. Improved 39%
Certified Change Consultant solution customer satisfaction scores by 4 basis
Certified ROI Professional (CRP) points
Interpersonal skills for call 12% increase in customer retention 87%
HR Trade Mark Developments: center 35% reduction in customer complaints
• Measurement and ROI Process™
• Performance Alignment and Linkage
Process™
• Situational Needs Assessment Capitalize on expert knowledge to gain maximum value
Process™ on these vital issues
DETERMINE the timing of data collection and select proper data collection instruments
Author of LEARN the key decision points in making a go / no go decision to assign monetary
• The Real Value of Training: Measuring and values to business outcome improvements
Analyzing Business Outcomes and the Quality CALCULATE the fully-loaded cost of training to prevent the ROI from being inflated
of ROI (5-star rating on Amazon.com) EXECUTE calculation of the value of improvements influenced by training
• How to Measure Training Results: A Practical ANALYZE data and calculate the actual ROI
Guide to Tracking the Six Key Indicators GAIN techniques on how to communicate results and educate clients about
• The ROI Field Book: Strategies for performance
Implementing ROI in HR and Training DESIGN training programs to achieve results and return on investment
• Aligning Training for Results: A Process and FORECAST the improvement required to achieve a credible ROI
Tools that Link Training to Business SELECT appropriate measurement strategies to align with organization objectives
• The Human Resources Scorecard: Measuring APPLY the ROI Quality Analysis tool to determine the quality of ROI
the Return on Investment (Improving Human
ACQUIRE skills that will help you work with others to design programs and
Performance)
solutions that focus on business results
ENHANCE skills that will make you more credible and valuable to your organization
UNI training courses are thoroughly researched and carefully structured to provide practical and
exclusive training applicable to your organization.
Benefits include:
• Thorough and customized programmes to address current market concerns
• Illustrations of real life case studies
FREE TAKEAWAYS!! • Comprehensive course documentation
Each participant receives: • Strictly limited numbers
• A detailed workbook, complete with exercises;
tools and exhibits Proudly Organised by
• Color foldout ROI job aid
• Graphic visual alignment learning map
• Miscellaneous handouts and templates

2. Agenda
WORKSHOP OVERVIEW DAY 1 | 12th December 2011
Increasingly, stakeholders and leaders who fund training are INTRODUCTION AND ROI OVERVIEW
interested in demonstrated results. The increasing demand for
accountability and prudent expenditures are necessary so as to Practical Activity: Build the ROI model from 30,000 feet
succeed in today’s global competitive environment. Only by being Brief discussion: Pre-work
able to realize the benefit of the training expense onto the bottom-
line of the organization, can the senior managers justify their THE BEGINNING: HOW TO ENHANCE RESULTS AND
IMPROVE THE ROI OF TRAINING
training investments and improve their training approach to bring
about the greatest profit from the expense. This workshop outlines Top 10 reasons why people do not perform – even when they
a step-by-step process you can use to conduct performance know how
data analysis, evaluate training effectiveness and real impact of Using the performance centered framework to talk performance
training programs (tangible ROI and intangible) through applying with clients
appropriate level of training evaluation based on organizational Finding the secret sauce
Influencing active management reinforcement (AMR)
objectives and priorities.
APPLY THE APPROPRIATE LEVEL OF TRAINING
Participants will be led by an expert as you learn and apply ROI EVALUATION BASED ON YOUR ORGANIZATION’S
concepts to learning and development. During the workshop, OBJECTIVES AND PRIORITIES
participants will develop plans and strategies to evaluate one of
their own programs so they can later execute the Measurement Four components of evaluation framework to assess training
effectiveness:
and ROI Process in their organization. The learning process will
Initial reaction
also include many useful case studies and scenarios to facilitate
Readiness
the involvement, collaborative problem solving and deeper thinking Execution
to resolve issues and build confidence to execute. Last but not Business outcome
least, workshop participants will be asked to work in teams to The criteria for selecting programs for evaluation
apply the ROI Quality Analysis Tool to determine the credibility and Practical Activity: Applying the evaluation strategy to your
quality of the ROI in case scenarios. training projects
APPLY EACH COMPONENT OF THE ROI METHODOLOGY
WHO SHOULD ATTEND Case Study
Practical Activity: Teams identify and discuss the issues
GMs, Heads, VPs, Directors, Managers of: and evaluation methods of measurement case study
AIM FOR RESULTS: ROI ENABLING TECHNIQUES
Training and Development
Learning and Development Linking hard and soft data to the business
Eliminating performers’ ineffective habits
Organizational Development Practical Activity: Identify how your training links to the
Human Resource / Human Capital business. Teams brief to class
Practical Exercise: Developing objectives and measures.
Performance Management Teams brief results to class
Measurement and Evaluation
BEST PRACTICES IN GATHERING AND DOCUMENTING
Talent Development RELEVANT PERFORMANCE DATA
The five Cs of data collection: How to optimize a successful
WHY YOU CANNOT MISS THIS EVENT: data collection effort
The twelve guiding principles of data collection, analysis and
Participants can take advantage of this timely training to discover reporting
the latest tools and techniques in designing and executing Eight best practice methods to collect credible data
Practical Activity: Teams identify and discuss the pros
appropriate training assessment level as well as evaluating the real
and cons of four data collection methods:
value of their training programs to enhance learning results and Focus groups
sustain the impact while being able to explain these benefits to top Interviews
management in terms of actual dollars. Observation
Questionnaires
This 2-day comprehensive workshop provides real-world proven Ten typical data collection sources and the credibility of each
tools; worksheets and processes that will help you link your training Practical Activity: Teams identify approaches (why, how
to the business and measure results effectively. You will take a and when) to collect baseline and follow-up data
dramatic leap forward in demonstrating the contribution of your Five steps to develop a successful data collection strategy
Twelve key focus areas to collect performance data
training programs, and achieve a new level of accountability. You
Review sample follow-up performance questionnaire
will walk away from this workshop with tools that generate actual
Practical Activity: Developing key follow-up questions
results resulting in increased management co-operation, support Case Scenario: Analyzing data and calculating ROI using
and respect. an Action Planning process
DECIDE ON A DATA COLLECTION STRATEGY
Case scenario: Performance management data collection
strategy
Practical Activity: Begin development of Evaluation
Strategy and Plan

3. Agenda
DAY 2 | 13th December 2011 IDENTIFY COSTS OF THE TRAINING SOLUTION
Differentiating direct costs and pro-rated costs
BEST PRACTICES IN ANALYZING AND REPORTING Practical Activities:
RESULTS Identifying fully loaded costs
Direct costs and pro-rated costs
What clients and other stakeholders want to know
Successes and disappointments THE DECEIVING NATURE OF ROI AND HOW TO PERFORM
ROI – it may not be what it is and what to do about it THE ACID TEST
Case Scenario: E-learning solution – good, bad or ugly?
Analyzing the seven key variables that influence the quality
ANALYZE AND ADJUST RESULTS FOR CAUSAL and magnitude of ROI calculations
INFLUENCES Predicting the outcome of training
Practical Activity: ROI Quality Analysis Tool – Teams apply
Three credible methods to determine causal influences the tool to determine credibility and quality of the ROI in
Practical Activity: Identifying methods to determine causal two case scenarios
influence and discussing reasoning of each approach
Case Scenarios: PITFALLS IN ANALYZING AND REPORTING ROI RESULTS
Comparison groups TO STAKEHOLDERS
Conditional trend analysis
Credible source estimates The dos and don’ts of calculating and reporting ROI
Practical Activity: Utilize job aid to make causal influence How to report the fully-loaded cost of training, and the
decision consequences when you do not
Confessing the good, bad and ugly about ROI
ANALYZE AND ADJUST RESULTS FOR SUSTAINED Communicating the complete story about results
IMPACT Practical Activity: Quality of ROI – conclusions and
credibility
How and why three sustaining adjustments influence the
credibility of a ROI evaluation CELEBRATE WITH TEAM PRESENTATIONS: VISUAL
Practical Activity: Identifying/discussing how to determine ALIGNMENT LEARNING MAP
sustained impact
Case Scenarios: Practical Activities:
One-time impact Teams finalize their learning map presentation
Recurring impact Teams present stand-up presentation to class
Turnover loss adjustment Adjourn
Revisiting and reinforcing key analysis issues
THE ROI CALCULATION DECISION: TO BE OR NOT TO BE
In-House Training
Five reasons not to calculate the ROI of training
Four reasons to calculate the ROI of training Cost effective In-house courses, tailored specifically to your
organisation’s needs, can be arranged at your preferred location and
ALTERNATIVE NON-ROI METHODS FOR MEASURING THE time. If you would like to discuss further, please contact our In-house
division at iht@unistrategic.com.
VALUE OF TRAINING
The significance of intangible results
How to express intangibles
Conducting Quality Analysis of intangible data PRE-COURSE QUESTIONNAIRE
To ensure that you gain maximum value from this course, a detailed
ASSIGN MONETARY VALUES TO DATA
questionnaire will be forwarded to you upon registration to establish
your exact training needs and issues of concern. Your completed
Three credible approaches to assign monetary value to
questionnaire will be analysed by the course trainer prior to the event
business outcome data and addressed during the event. You will receive a comprehensive set
Known values of course documentation to enable you to digest the subject matter in
Value by association your own time.
Credible source estimates
Case Scenario: Assigning monetary values
Determining unit value
ADDRESS BARRIERS AND INEFFECTIVE HABITS
Program Schedule
Practical Activities:
Teams discuss and identify organization barriers to (Day 1 - Day 2)
executing measurement projects
08:30 Registration
Individuals identify their personal ineffective habits
that are barriers to executing measurement projects 09:00 Morning Session Begins
10:40 - 11:00 Refreshments & Networking Break
ANALYZE TANGIBLE AND INTANGIBLE (NON-ROI) 12:45 Luncheon
RESULTS 14:00 Afternoon Session begins
Practical Activities: 15:30 - 15:50 Refreshments & Networking Break
Calculating the required improvement factor 17:00 Course Ends
Assigning monetary values to performance data

4. ABOUT YOUR COURSE FACILITATOR
Ron Drew Stone is an author, international consultant & presenter, coach and one of the world’s most recognized and accomplished
authorities on improving performance and measuring results. He is President of Center for Performance and ROI, his own consulting
company where he provides consulting services in linking training to organization business measures, designing training for results and
ROI, conducting needs assessments and measuring program results.
Ron has over 25 years of diverse experience in economic development, training and the human resource function. Since 1994, Ron has
been involved in perfecting the ROI Process. He has conducted over 100 ROI studies and directed hundreds more while certifying and
coaching clients how to apply his measurement and ROI methodology.
Ron authored and co-authored 5 popular books on: Aligning training with the business; Conducting training needs analysis; and Measuring
business outcomes and ROI of Training interventions.
As a recognized international consultant, Ron has trained and coached clients on 5 continents to implement measurement and ROI and
needs analysis. He received the Pioneer Award from the Alabama Healthcare Council for his leadership of a three year major change
initiative.
Ron was Chair of the Edison Electric Institute’s Executive Leadership Program for senior officers in the electric utility industry.
He has served on the steering committee and faculty for the University of Alabama Human Resource Development program and also
designed executive programs for the University of Georgia and Auburn University.
He has contributed several case studies to the American Society for Training and Development (ASTD) In-Action Case Book Series:
Measuring Return on Investment (2005 and 1997), Measuring ROI in the Public Sector (2002), and Measuring Learning and Performance
(1999) and is a contributing author to other publications.
Ron’s case studies and articles have been published in numerous professional publications by the ASTD; The International Society for
Performance Improvement, the Institute of Industrial Engineers, and Chief Learning Officer magazine. He served as a Charter member
of Panel of Human Resource Executives for the local ASTD chapter and is a member of the Society for Human Resource Management,
and the International Society for Performance Improvement.
Ron is a certified change consultant and a certified ROI professional (CRP). He certifies practitioners in his measurement and ROI
process and conducts in-house performance improvement, assessment, and measurement workshops.
Partial list of companies that have benefitted from Ron’s expertise:
American Express Coca-Cola Federal Express
Aviva NDB Insurance Nestle Products Amazon.com
Liberty Insurance Ltd GSK Boeing
Bank Islam Brunei Vietnam Brewery Bloomberg
Maybank Shell Oil Baxter Healthcare
CPOC Sdn Bhd Cirrus Oil Services Ltd. Safeway
Apple Computer Ghana National Petroleum Delta Airlines
Bank of America Corporation Kenya Airways
British Telecom Siemens NASA
AT&T Toyota Ministry of Manpower, Singapore
Sri Lanka Telecom Honda The Ministry of Saudi Arabia
Testimonials From Ron’s Past Successful Workshops:
“Topics are good – has the focused objectives to cater to the business “Valuable training. Looking forward to applying this into my role”
world. This is the significance of a training” ~ Project Manager - ROI COE Learning Department, Edcon Proprietary
~ Sales Training & Development Manager, Aviva NDB Insurance
“I’ve attended many courses before, but you are the one who makes me
“So many tools I can use with my clients. I am excited to go back and think more”
use” ~ HR Manager, Learning & Development, Evonik Degussa (China) Co., Ltd
~ HR Manager, Maersk Co (China). Ltd.
“The programme indeed was an excellent one. Ron Drew Stone is
“Trainer’s knowledge & experience is very good. Topics were very knowledgeable and excellently blessed with everything ROI. I recommend
relevant” it for every training official”
~ Training Manager, Vietnam Brewery ~ Principal HR & Administrative Officer, Ghana National Petroleum
Corporation
“This was my first exposure to ROI, and it seems I had some serious
misconceptions about the concept. I am confident and clear now as to the “The course provides even a newcomer to ROI to understand upfront and
role that I will play in measuring ROI in my organisation” follow the principles easily”
~ Senior Learning Consultant, Edcon Proprietary ~ Specialist Learning Consultant, Edcon Stores Pty Ltd

5. Organizational Learning Analytics Masterclass
Sales Contract Venue and Date
Please complete this form immediately and fax back to Dubai
Vincent (TCS): (603) 2026 6133 Workshop 12th & 13th December 2011
DELEGATES’ DETAILS Early Bird (Book & Pay Before 21/11/2011)
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USD 2,195 per delegate if 2 or more delegates sign up
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*Company Details
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Accommodation is not included in the training fee. To make a
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Signatory must be authorised to sign on behalf of contracting
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Dubai
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