Employee training can get rather pricey quickly. Millions of dollars a year are pumped into training, and it’s a necessary expense to keep your company sharp. But you can easily be throwing money away through not utilizing this training to get a greater return on investment (ROI). In an article for TechRepublic, Mary Shacklett outlines how to evaluate if training is bringing an appropriate ROI.
Shacklett starts off by listing off some questions she usually tries to ask herself when measuring the usefulness of a training program:
- Did the training solve specific issues that we couldn’t solve before?
- Did it deliver hands-on skills that staff could put to use right away?
- Did training educate our organization on new technologies and solutions that could be beneficial to our company in the future?
- Did the training boost employee morale and sense of value?
- Did training present opportunities to network and collaborate with others?
One of the more efficient ways to get a solid ROI is to apply the training to complicated areas, so that employees develop the knowledge and understanding to solve old problems that have been holding the IT department back. Another high ROI producer is improving upon previous skills that can be applied as soon as they are learned. This in-the-moment mentality is important when talking about ROI because there’s a disconnect when talking about events that’ll happen years down the line. And finally, networking with other professionals to see what’s working for other companies can work wonders for your own.
Should the cost of training ever become an issue, it might be time to reevaluate what’s being taught so you can trim out what you can. The key here is to prioritize the most crucial pieces of information so you can generate a greater ROI.
For additional elaboration, you can view the original article here: http://www.techrepublic.com/article/how-to-evaluate-the-roi-on-your-companys-it-training/