Evaluating Training: Return on Investment and Cost-Benefit Analysis.

摘要: Training interventions can be evaluated by calculating return on investment (ROI) and cost-benefit analysis. The four-level model proposed Kirkpatrick is the dominant evaluation used. Calculating ROI has been a critical issue for trainers executives, but only few organizations have implemented process that considered as difficult, impractical, expensive. Since moved from training activity to impact, determining key measure accountability. Strengths of are connected with strategic goals, used variety methods collect data attempts isolate effects, defined units measurement, calculated monetary value improvements, gathered measurements before after training. These successful practices stated accountability participants, managers, HRD staff. Challenges each organization applies different determine costs; practitioners not implementing appropriate influence organizational goals; results programs converted into values. Major conclusions implementation relevant benefits organizations; isolation money over time two important elements should considered; would benefit applying principles research design processes. (31 references) (YLB) Reproductions supplied EDRS best made original document. Running Head: EVALUATING TRAINING 1 PERMISSION TO REPRODUCE AND DISSEMINATE THIS MATERIAL HAS BEEN GRANTED BY