Mohammed Anis

Yes we are in the year 2020, and yet we are still discussing measurement of training, the facts about human psychology state the results driven attitude of Sr.Executives/Founders/C-Suits in general, these individuals are value driven, they want everything that reflects on the bottom line, I am not talking about progressive visionary exceptional directors, I am talking about the majority of executives we meet on daily basis. So measuring training within this context is a means to an end, it is the way we justify the importance of specific trainings, and to show it’s value to the Board of Directors, I can talk about how important training is, and how valuable, and everyone in the room will nod and agree, but the moment things get tough in the company, the first budget to go Bye Bye will be the training budget, but we if we show them how the ROI (Return on Investment) on every training in relation with the organization’s bottom line, we will win the audience, I have tried it, ex (It takes 3 days to make sure a certain injection machine is ready to work with the required quality, after the training it takes now 3 hours, the ROI measured was magnificent effective to the organizations overall cost/profit) Not only does measuring training win you top management, but it also aligns line managers with the company’s direction, if the way you perform your TNA (Training Needs Assessment) is dependant on interviews, appraisals and requests, you are under the threat of delivering training programs that suit the line manager’s view but not necessarily the organization’s direction, but the moment you measure training, you can easily spot how important are training requests received from line managers are, and accordingly they only communicate trainings they can translate into organizational value.