Here is a simple and effective tool to measure the return on your training investment - all within four key questions!
|
Ask these questions in this order |
|
|
|
1. Did you 'like' the training? |
If 'Yes' ask the next question |
If 'No' then those attending the training will not have attained the intended benefits of the course. This question measures the reaction to the course. No need to ask the next question. |
|
2. Did you learn anything? |
If 'Yes' ask the next question |
If 'No' then those attending enjoyed the class, but the materials were either irrelevant or the connection to everyday working life was not made apparent. This question measures the learning that took place. No need to ask the next question. |
|
3. How will you use the training? |
If explanations are received as to how behaviours will change as a result of the training, ask the next question |
If no explanations can be provided, then although something has been learnt, there has been no 'grounding' of the learnings - no practical application that would return benefits. This question measures the behaviour changes. No need to ask the next question. |
|
4. What business impact will there be as a result of the training? |
If there are measurable benefits of how the training will benefit the organisation - the ROI of the training investment is real and can be identified and measured. |
If there are no 'organisational' benefits, the measurement of success has to be determined in terms of personal development rather than organisational development. Although indirect, the benefits of investing in personal development of your team members has a motivational impact and will have an effect on the organisation. This question measures the results of the training. |
