Evaluating Training – Capturing the Benefits Aspect of ROI

Obsidian Learning

Return on investment (ROI) is a quantification of the relation between the benefits of a program and its costs [benefit-cost ratio (BCR)]. The exercise is fairly simple as long as we stick to formulas, but in order to determine the ROI of a training program, we need to collect data through assessment and evaluation of what knowledge and skills were gained and what behaviors have changed. Of course, there are behaviors or soft skills that are much harder to quantify.

How do we measure value creation from training?

Learning Wire

This should take place over a period of time (minimum 2 months, according to Kirkpatrick (1998)) and aims to measure how the learner’s behavior has changed since he or she completed the training. The outcome of these behavioral changes should be increased performance: Have they achieved their objectives? Evaluating training ROI involves more than simply calculating a financial ratio. Phillips J, Pulliam Phillips P.


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How Corporate Videos Can Help Prepare & Train New Recruits?

Your Training Edge

Content viewed through a video format has a higher retention ratio than other types. Here is how you can use them to educate them regarding the practices of your organization: You can create videos that can offer them a taste of your organization’s culture, the norms of the workplace, teach them the proper behavior and conduct that needs to be followed. Author Bio: Danielle Phillips is an educationist who specializes in business management studies for higher education students.

Video 109

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.,

Is this thing on? Tips for measuring course effectiveness and return on investment

Obsidian Learning

The next level of evaluation measures how effectively the course results in behavioral change among the learners. Level 3: Behavioral Change Evaluation. These questions ask the learner to compare behavior before the training with behavior after the training (see Level 3 Evaluation example). This section of the instrument contains three open-ended questions intended to elicit the manager’s observations of changes in learner behavior after training. Phillips, J.