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by Cameron O. Anderson

PRACTICE MAKES PERFECT – PART 2: How to Increase the Return on Training Dollars Invested through Knowledge Retention and Learning Sustainmen

Since corporate training began, Learning and Development professionals have strived to determine the ROI on training programs. While the REACTION level (Kirkpatrick, Evaluating Training Programs, 3rd Edition, 2006) or “smile sheets” administered during or post program are often very positive, the final three levels (ACTUAL LEARNING, BEHAVIOR CHANGE AND BUSINESS RESULTS) are traditionally more difficult to measure. As you saw in Part 1 of this article, the reinforcement and coaching of what is taught in a training program is frequently left to overworked managers so the sustainment and ROI of the training is often also low. While good internal coaching definitely has a positive impact on changing behaviors and business results, the consistency of the follow up coaching is what is being examined around the training world.

So if coaching is the key to sustainment and internal coaching is often hit or miss, what is the solution? TELEPHONE ROLEPLAY!!!

For 13 years e-roleplay has been successfully reinforcing training programs for major corporations around the globe using professional actors who are also certified coaches. The key requirement that our clients have in common is a desire to gauge the results of their training, both quantitative and qualitative.

Let’s talk about quantitative results first. Return on Training Dollars Invested (ROTDI) can be measured in multiple ways and our clients have used almost every conceivable metric to do it. Quantitative measurements can be divided into two types: financial-based and skills-based. Read the rest of this entry »

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