Assessing and Measuring the Return on Training


Course Objectives

  • Providing participants with up-to-date knowledge and information in evaluating the training process and measuring the return on training.
  • Familiarizing participants with recent models in the process of assessing and measuring the return on training.
  • Enabling participants to acquire the skills to identify training needs and their relationship to the evaluation process and to measure the return on the training process.
  • Enabling participants to acquire the practical skills to analyze and measure the effectiveness of training and to being familiar with the detailed stages of the process and the rules by which the return on training is assessed.
  • Enabling participants to acquire the practical experience in measuring and calculating the value of the return on training.

Who Should Attend?

  • Managers of human Resources and training departments, senior management leaders and general managers, and their assistants, executive managers in the public, private sectors, mixed institutions, Community-based institutions and municipalities, managers of development and administrative organization, workforce planning sectors, units managers of development and research, and managerial consultants, and those who are prepared and rehabilitated to perform such tasks with high efficiency.

Course Outlines

Training concept and evaluation of the training process

  • The role of the training department in identifying employment problems.
  • Comprehensive planning of training activity.
  • Activities required to implement and manage training courses.
  • Training package preparation methods.
  • Preparing trainer’s and trainee’ guide.
  • Preparing a practical and realistic cases guide.
  • Follow-up and evaluating training courses and trainees.
  • Calculating training cost elements and measuring its effectiveness.
  • Estimating the return on training.

Designing and identifying training needs and preparing the training plan

  • Identifying training needs using the most recently accepted models.
  • Designing training courses based on actual training needs.
  • Preparing training course budgets.
  • Preparing the training plan according to needs and budget.
  • Scheduling programs and terms and competencies of participating in them.
  • The draft of the detailed comprehensive training plan.

Evaluating training and measuring return

  • Evaluating training and measuring the returns.
  • Kirkpatrick model for the four levels of training evaluation.
  • Using the criteria for trade-off in the areas of evaluation and impact measurement.
  • Steps to measure the return on the investments of the training activity.

Steps to measure return on training

  • Follow-up on the employee’s performance level.
  • Comparing elements of staff performance appraisal with previous years.
  • Measuring customer feedback and previous and subsequent impressions.
  • The use of an advisory body to assess the return on staff training.
  • Nested factors and how to deal with them.
  • Calculating quality costs and measurement of loss rate.
  • Providing expenses and times.
  • Ratings of supervisors and managers for the observed development..

Evaluating training by participants

  • How to evaluate training courses by participants
  • Evaluating the participants by the lecturers and the direction of the scientific and administrative supervision of the institution concerned.
  • Analyzing training courses and how to prepare reports on the basis of generally accepted scientific backgrounds, with basic information on each training course and the events of each day of the program and evaluating the lecturer, services and scientific material.
  • Requirements for the application of the process of measuring returns on training investments in work areas through benchmarking.
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