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Evaluating Training – Capturing the Benefits Aspect of ROI

Obsidian Learning

Reactions to a learning event are important and the happy sheets do serve a purpose, but will they really provide enough hard data for informed decision making when greater investment in training is needed, budgets are cut, competition for resources is fierce, and times get tough? Whether making the decision to invest in people, or to simply maintain or decrease training budgets, training programs that provide immediate impact and maximum overall return on investment are an obvious choice.

Evaluating Training Effectiveness and ROI


How to convince one’s manager that it is worthwhile (and profitable) to continue the training program and expand it to include other departments if you have no data to profit cost ratio to back you up? Behavior. In this article, I would like to focus on the fifth level, which was suggested for addition by Jack Phillips. Most programs should be evaluated on the second level (Learning) regularly, and only periodically on the third (Behavior).

ROI 100

Weighing the Options: Different Schools of Thought

CLO Magazine

The longtime University of Wisconsin at Madison professor wrote a series of articles in 1959 for the American Society for Training and Development that outlined what became known as the four levels of evaluation — reaction, learning, behavior and results. ” Level 3 — Behavior: “To what degree participants apply what they learned during training when they are back on the job.” Jack Phillips, chairman of ROI Institute Inc.,