MEASURING & MAXIMISING TRAINING ROI

TRAINING OVERVIEW

Many professionals in the field of Training and Development struggle to showcase the strategic significance of training initiatives. In response to this challenge, DixonTech Training has curated an innovative course designed to equip participants with a comprehensive understanding of managing and accessing various facets of training, learning, and development endeavours. This program is meticulously crafted to furnish attendees with the requisite knowledge and competencies to extract enhanced strategic value from their investments in training and development initiatives. With a primary emphasis on analyzing and aligning business objectives, the training course aims to establish streamlined systems aimed at maximizing the return on investment (ROI) from learning and development initiatives. This training is indispensable for individuals seeking to optimize training budgets and elevate the strategic impact of training interventions, offering invaluable insights for driving organizational success.

TRAINING TOPICS

• Key Features: a proficient workforce
• Aligning training to business objectives – maximizing training ROI
• Calculating training ROI
• Facilitating the training process
• Making Evaluating Effective

By the end of this training course, delegates will be able to

• Understand the issues related to measuring and maximising training ROI
• Plan, organise and deliver relevant training interventions
• Demonstrate the business case for specific training interventions
• Understand and be able to implement techniques applicable to identifying training needs
• Describe best practice in relation to employee development

TRAINING IS TAILORED TO

• Training Managers
• Learning & Development Professionals
• Talent Management Staff
• HR Administrators and Training Assistants
• HR Business Partners
• Any existing HRM personnel who need to demonstrate the value of training

TRAINING METHODOLOGY

Training methodology refers to the systematic approach used to design, deliver, and evaluate training programs effectively. At its core, training methodology encompasses a diverse range of strategies, techniques, and tools aimed at facilitating the learning process and achieving desired learning outcomes. This includes instructional design principles, delivery methods such as lectures, workshops, and learning modules, as well as assessment and feedback mechanisms to gauge learner progress. Moreover, interactive elements such as case studies, simulations, and role-playing exercises are often integrated to enhance engagement and promote active participation. Additionally, training methodology emphasizes the importance of customization and adaptability to cater to diverse learning styles and preferences. By employing a well-defined training methodology, organizations can ensure that their training initiatives are efficient, impactful, and aligned with organizational goals.

DAY ONE:

INTRODUCTION – THE KEY ADVANTAGE: A PROFICIENT WORKFORCE

• The Strategic Role of Training, Learning & Development
• The Business Case for Investment
• Understanding Approaches to Effective Employee Development
• Evaluating Training Programmes and PDPs
• Models for Effective Measuring of Training Return on Investment
• Ensuring cultural support to maximize impact and ROI

DAY TWO:

ALIGNING TRAINING TO BUSINESS OBJECTIVES – MAXIMIZING TRAINING ROI

• The Organizational Context
• Business Strategy: The Need for Long-term Planning for Future Skills and Competencies
• Identifying Development Needs
• Aligning Interventions with Business Needs
• Planning and Delivering Effective Training & Development
• Maximising the non-financial ROI of Interventions

DAY THREE:

CALCULATING TRAINING ROI

• Why Organizations Don’t Measure the Cost Effectiveness of Training
• What Should Be Measured and How
• Identifying Appropriate Success Criteria
• Measuring the Effectiveness of Training
• Forecasting Costs and Benefits
• Calculating the ROI

DAY FOUR:

FACILITATING THE TRAINING PROCESS

• How Adults Learn - Identifying Effective Approaches
• The Responsibilities of Senior Managers, HR Professionals, Line Managers and Employees
• Establishing Strategic Learning Objectives
• Initiating Interventions at the Operating and Individual Level
• Planning and Preparing Training Budgets
• Choosing Between Internal or External Provision

DAY FIVE:

MAKING EVALUATING EFFECTIVE

• Models and Methodologies of Evaluation
• Incorporating the Results of Evaluation into Future Events
• Kirkpatrick’s Levels of Evaluation
• How Effective Evaluation Links to ROI
• Some Myths about Evaluation
• Course summary