Cost Benefit Analysis for Training
February 12, 2025
The problem of retention begins with recruitment! In most of the organizations the recruitment function operates independently of the retention department. HR people have so far been naive to the direct relationship between the two and the resulting increase in employee turnover. It is therefore in the interest of organizations to understand how the hiring […]
Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? Well, all this can be effectively […]
Introduction For most management graduates and students in business schools, working for the world famous Big Five management consultancies such as McKinsey, Booze Allen, Boston Consulting Group (BCG), Price Waterhouse (PWC), and Anderson consulting is a dream come true. Indeed, the fact that these consultancies are often given the Day Zero or the opening slots […]
Strategic Choice of Electives and Optional Courses Often, students in business schools wonder about the kind of electives and optional courses that they must take. For instance, it is a no-brainer when electives for majoring a particular specialization are concerned. If one wants to specialize in Marketing or Finance, then one must take the electives […]
Employee happiness is not a choice for today’s employers but it is a need which may directly impact the organization’s topline and bottomline profitability. Employers who have realized the importance of work-life balance are more profitable and successful, as such organization’s tend to have employees who are more happy, creative, love to take challenges fearlessly […]
The success of a training program is evaluated in terms of the end result or the increase in the work ability, skill or competency in the trainee. For any training program to be successful it is very essential to follow a certain process.
The basic process as illustrated in the figure below consists of four stages which are assessment, development, delivery and evaluation.
The training intervention is essentially decided in terms of attitude, knowledge and skill (ASK), the combination of which is called as competency. The assessment also called as the ‘training needs analysis’ is undertaken at three levels, the job, the individual and organisational analysis.
Games, A/V’s, Case Studies, Class room intervention are various means that may be decided upon apart from the content delivered. For example, in behavioural training emotional intelligence, teamwork, listening are examples of competencies that are required to perform superior work. The same may be transferred into the trainees through any of the above means depending upon various factors like demographics, job nature etc which are taken care of in the first stage.
There are various factors that determine the process of delivery like the participant demographics, the training intervention, the individual style of the trainer etc. This brings in a lot of diversity to the training programs.
There are various ways in which the effectiveness of training programs can be evaluated but not many are able to answer in terms of ROI. The most effective tool for evaluation of training is the Kirk Patrick Model of Evaluation.
In order for the evaluation to be effective the both the criteria and design for training program is decided so that there is no discrepancy and the participants are able to evaluate the benefits effectively for themselves. The evaluation is made on the basis of participant reaction to the training, their learning and the change in behaviour. This feedback is then reused in the first step ‘training needs analysis’ for making future training more effective.
Your email address will not be published. Required fields are marked *