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In response to a fiercely competitive business market and the demand for greater efficiency and optimal resource allocation, clients have an increased interest in measuring the return on their investments. The “Return on Investment” measurement method is one of the most effective ways for an HR/training department or a training organization to use to secure that an investment an organization makes in training pays off according to the set goals. The most important parameters to successfully measure is to use an effective method (ROI), clear and concrete goals, and a training method that shows concrete results over a long time. The ROI process was implemented for the first time 1976 and has since then been adjusted and developed continuously almost a hundred times. It is fully possible to measure concrete results from a training process and we use this as a mandatory part of our training processes. We are licensed in the”Return on Investment” process and it can measure 5 different levels;
First there is a need analysis done with Ståhl+Partners’ responsible trainers. Then the participants identify goal areas together with their respective managers. After this the goals are specified with different types of measurable tools together with their trainer and manager. The measurable goals are decided upon and developed before the training has even begun. When the training is started every person is working on his or her personal overall goal, breaking the main goal down into smaller, detailed goals they can work on in their daily routine. During this process, both the participant and the trainer report development and results to the respective manager. The ROI process makes it possible to measure all types of results. Listed below are examples of concrete results that different participating managers have achieved:
One must be licensed to work with the ROI method. Helena Ståhl is licensed in Return on Investment. |
