ROI and training

1) ROI calculation is used for both justifying and evaluating training.  At the up front, estimates are used for justifying training.  While at the back end, actuals are used to calculate ROI to evaluate the effectiveness of training.

2) ROI is also used to justify and evaluating other interventions.

3) To identify what to train, is through performance gaps and thereafter competency gaps on critical non performers.

4) if step 3 is followed, training needs identified should have little errors.

5) In addition to performance gaps, HR should refer to the business plans for the next 5 years to determine the new required sets of competencies to achieve the new set goals.

6) ROI should still be required to convince the check writers"

7) When training objectives set, benchmarking is done to identify best practices within the industry.

8) Training is identified through best practices.

9) From the objectives, use BSC perspectives and Key Result Areas to determine the necessary NEW training required.


Arriffin Mansor 012-2786282