培训投资回报收益分析.pptVIP

Training ROI培训的投资回报率 Wednesday, 12 December 2007 Training ROI培训的投资回报率 US organizations spend USD200 billion on HRD interventions 美国机构用于人力资源方面的费用达每年2000亿美元 In the US alone, training is a USD60 billion industry (Broad Newstrom) 仅在美国，培训业的规模达到600亿美元 Why should we evaluate training programs?评估培训项目的意义： To demonstrate that training is a valuable and important business tool used to help companies gain a competitive advantage 表明培训是一项有价值且重要的、使企业获得竞争优势的商业手段 To justify increased budget when companies already see the value of training 在企业意识到培训的价值所在后，促使其增加投入 To decide if training met the desired objectives 判断培训是否达到预计目标 To determine how well the participants learned the content 判断学员对培训内容的掌握程度 To strengthen the design, implementation and impact of the training 改进培训项目的设计、实施和效果 To help market the process of training to those unfamiliar with the benefits 使不熟悉培训的人了解其益处 To gain the commitment of participants and all other stakeholders 得到学员和利益相关者的配合 Why HR Managers don’t evaluate training programs人力资源经理不评估培训项目的原因： Don’t see the value of evaluating 未意识到评估的价值 Don’t have the time – not a priority right now 没时间 – 不是当前的首要任务 Don’t feel that stakeholders would care 认为利益相关者并不关心 Don’t want to trouble others to help out 不希望麻烦别人 Confused about what we should be looking at 不知所措，无处入手 Don’t know when to perform the evaluation 不知道什么时候进行评估合适 Fear of failure (on the part of the training department) 担心评估的结果是培训没有效果 Not sure how to calculate ROI 不知道评估的方法 What should we measure?该评估那些方面呢？ Affective outcomes: 情感方面 Perceptions of and reactions to the training 对培训的认识和反应 Skill-Based outcomes: 技能方面： Learning of new skills and behaviors 学到了新的技能 Cognitive outcomes: 认知方面 The degree of knowledge: 知识的标准 Facts 基础事实 Principles 原则 Techniques 技术 Procedures processes 程序 What should we measure?该评估那些方面呢？ Results of new capabilities implemented: 运用新技能后的结果： The actual benefits achieved by the company 企业取得的实质利益的增长 Return on investment (ROI) 投资回报率（ROI） Comparison of the cost of training with the monetized benefi