What is your expectation?
What is your expectation?

How do you measure ROI (Return On Investment) from corporate training?

Before we rush into measuring Return on Investment (ROI) simply in terms of money; let us briefly explore the underlying needs for training and employee development so that we may strive to provide the highest value possible when designing and delivering training and follow up coaching. 

Product Success or Outcome Success?

Every organisation which invests in training for its employees does so for a very good reason!

When speaking to our clients in HR, Professional Development or Sales Enablement departments, we often hear that this reason is to equip employees with a set of ‘competencies’ – an essential list of requirements for the successful running of the business. 

When we ask where these requirements come from, we discover that such competencies are needed to overcome a variety of problems facing the business. For example, the sales director has noticed that sellers do not fully understand the decision process of their customers, hence the requirement becomes to find a specific type of training to help them solve this problem.   

When delving deeper into the origin of such problems, we learn that they are considered a major hindrance to achieving the high-level Results, which were planned by the management and often already communicated to the shareholders.

In the case mentioned above, we can say that the ‘product outcome’ of sourcing training to meet requirements is reached when the learning content is delivered, on time and within budget. You may have similar requirements sent to your company in the form of an RFP from your clients. The burning question is whether this intervention actually leads to achieving the ‘success outcome’ of the organisation or does it only meet a need without influencing those high-level results? Could it be that we are sometimes able to meet ‘requirements’ for training without achieving the desired business outcome?   

Our goal at ELP is to help our clients achieve their ‘Success Outcome’  

 one single measurement and ask one single and simple question:
Do the learners actually put the learning into practice in t
he workplace?

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Return on Investment (ROI) is a performance measure used the amount of return on a particular investment, relative to the investment’s cost

When you agree that we know your ‘Ultimate Success Outcomes®’, only then can we talk with you about a possible Return on Investment from our training and coaching. 

Contact ELP

we look forward to meeting you

The Kirkpatrick model

The Kirkpatrick Model is possibly the best-known model for analyzing and evaluating the results of training and educational programs. It takes into account any style of training, both informal or formal, to determine aptitude based on four levels criteria.

Level 1: Reaction

Participant Satisfaction

The degree to which participants find the training favourable, engaging and relevant to their jobs


The degree to which participants are actively involved in and contributing to the learning experience


The degree to which training participants will have the opportunity to use or apply what they learned in training on the job

Level 2: Learning

The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training

Knowledge  “I know it.”

Skill   “I can do it right now.”

Attitude  “I believe this will be worthwhile to do on the job.”

New World Additions:

Confidence   “I think I can do it on the job.”

Commitment  “I intend to do it on the job.”

Level 3: Behaviour

The degree to which participants apply what they learned during training when they are back on the job


Required Drivers

Processes and systems that reinforce, encourage and reward performance of critical behaviours on the job

Level 4: Results

The degree to which targeted outcomes occur as a result of the training and the support and accountability package


Leading Indicators

Short-term observations and measurements suggesting that critical behaviours are on track to create a positive impact on desired results

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We look forward to speaking to you about your specific needs and wishes. Give us a call or click on the envelope above to E mail.