Training returns

Editor's Notes

• #5: Training requires time, money, and other resources.  In fact, you’re well aware of the direct and hidden costs of training development. You also understand the cost benefits of eLearning over more traditional on-site approaches. Because when it comes to training, return on investment means different things to different people in different circumstances.
• #6: Real Training ROI is a Team Effort Who best knows individual employee training needs? Who is in the best position to see post-training benefits on the job? Answers to both questions are likely to be: The employee's own managers. These are the people who supervise their work and write their reviews. In launching a training metrics program, the training manager should first recruit 5-15 of these managers for a Training Advisory Team.
• #10: Recruiting and Getting the Most From the Advisory Team Training Advisory Team members must know from the outset that the team has work to do. Even if it only meets monthly, there will be pre-meeting homework: identifying training needs and administering post-training evaluation. They may also assist with pre-course preparation, distributing pre-course assignments, and making sure trainees complete them, for instance. And they may discuss training issues with the training manager or training provider often as the training days approach.
• #13: The Training advisory team faces challenges in a form of questions: 1. Firstly, they will be better prepared for tasks that most managers find burdensome: Writing their own employees’ performance reviews. Providing career development guidance and counseling for employees. Responding to training requests from inside their own organization. Justifying their own training budget requests. 2. Secondly, they will benefit from group performance improvements they can measure and report. a. They will be able to show in concrete terms, better productivity and work quality, and fewer problems. b. The value of this ability should be self-evident, especially for managers thinking of their own budget requests and their own performance reviews.
• #14: How Does This Application Benefit Business? If the goal is to increase sales, then improved skills in persuasion and increased product knowledge will enable sales teams to do just that.  If the objective is more accurate market forecasts, then developing employees’ understanding of the economy and market trends, and skills in market research is likely to improve accuracy.
• #16: The Advisory Team Can Spread the Sense of Ownership Is training ROI the sole responsibility of the training manager?  When training ROI improves, should all the credit go to the training manager. Training managers have nothing to lose and much to gain by answering No! to such questions. They will maximize the accuracy, credibility, and practical value of training metrics if everyone understands that the entire Training Advisory Group owns training measurement. And, when training metrics improve, credit should extend also to individual trainees, technical specialists, content contributors, and other managers. The training manager should ensure, as well, that Group members know they are a formally established body—not just an informal group who gather for discussion. To underscore this difference, the training manager can do the following. Hold regular meetings (usually monthly). Prepare and distribute meeting agendas, with individual team member names. Ensure that reports and guidance to senior leaders identifies team members.