Booher measures return on your training investment at four levels, first identified in the 1950s by Donald Kirkpatrick, a pioneer in performance improvement and return on human capital investment.
We can either suggest ways for you to track your return on training investment, or actually do the tracking for you:
Do your employees like the communication training? Do they think it will help them do their jobs better?
Do employees actually know what to do differently on the job and how to do it? In other words, can they pass a knowledge test or perform well during a training program?
Are employees actually using the skills on the job? For example:
What’s the actual impact of our communication skills training in achieving corporate goals?