HUMAN RESOURCES
I
t’s what every boss wants to know, but is of- programs with solid metrics and demonstrable
ten maddeningly elusive: definite proof that results.
the dollars one is investing in employee train-
ing are yielding a sufficient return. One such firm is the Atlanta-based Center
for Effective Performance, a training and
The primary reason why this is difficult is development consultancy that analyzes clients’
that it’s almost impossible to gauge whether systems and needs and uses those findings to
the benefits one sees after a major training design a targeted training program. This firm
effort are the result of that program or other will help employers identify at the outset what
factors both large and small. For example, goals for skills and job performance they are
all the training in the world isn’t apt to affect seeking, and will develop evaluations to be
sales numbers in a year when customers conducted at the end of training to measure
simply aren’t buying, from either you or your for these gains.
competitors. Conversely, a sudden reversal
in that trend may make your sales training Even if a full-blown ROI analysis isn’t feasible,
program out to be highly effective, when the training programs can at least be
revenue uptick was merely coincidental. designed to ensure employees
gain key skills and that this
How to better pinpoint whether it is acquisition can be measured
your training turning the tide in and gauged.
sales? Turning to outside experts
may be the answer. There
Adapted from Training’s Holy
Grail: ROI by Irwin Speizer
are firms that specialize
in designing employee
training
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