New workshop 'Measuring Training ROI'

In today’s cost conscious environment training departments and managers have to convince their CEOs and boards of directors that training expenditure will translate into real results. 

TACK’s new practical workshop will let you access and apply Kirkpatrick Level 4 to your own training priorities and show you how to make evaluation of your training investment easier. It is designed for HR and training directors, learning and development professionals and anyone who is responsible for planning and purchasing training.

The first workshops have received rave reviews so don't miss the next one taking place on 3 February in London with further nationwide dates to follow.

Click here to find out more and book your place

The example case study will show you how to simply apply the 6 steps to take you from the Business Issue to a fully justified project with an ROI. 

Click here to download your free case study

Why evaluate the ROI on training?

1 Justify the investment
In the current “credit crunch” training budgets are likely to be cut.  Only by robust analysis can training departments make the case to avoid cuts.

2 Sell training as a business improvement tool
Training, like any other business improvement tool, can improve a company’s performance and profitability. Only if training is properly evaluated can it be compared to other business tools, allowing management to select the right tool for the job.

3 Improve training design
Businesses interested in continuous improvement must evaluate business processes and measure the results of changes – training is no different.

4 Select the right training method for the need
There are many different training methods businesses can employ to develop staff.  Which method is best in each situation?  Only thorough evaluation of the benefits can help us decide

Lindsey Byrne, TACK International