The Short Answer

Who Really Benefits from Training?

The real person who gets benefited out of any training program is not the individual who is attending the program, the individual does get an opportunity to upgrade their skill, they do get an opportunity to get more knowledge, but the actual output or the real benefit is supposed to be taken or enjoyed by the organisation that in the first place decides that these employees are going to be sent to certain specific kind of trainings.

The real person who gets benefited out of any training program is not the individual who is attending the program, …. but the actual output or the real benefit is supposed to be taken or enjoyed by the organisation that in the first place decides that these employees are going to be sent to certain specific kind of trainings.

What Does the Organisation Gain?

And as a result of those trainings, the organisation, will get certain benefits.

Ensuring Training Investments Deliver Results

Therefore, for ensuring that any training is successful, or the organisation can get benefits out of any training investment it makes, the systems and processes, need to be aligned to have some kind of bonds, some kind of restrictions on the employees.

The purpose is to ensure that employees don’t take undue advantage of the training received or the training culture.

The Often Ignored Role of Managers

But more so, they systems and processes need to be focused on putting targets and systems on the managers of the individual who went for the training.

The purpose is to see how the manager is going to utilise the employee that has been trained, had a particular level of skills, and now that person has come back after acquiring certain new skills, or after upgrading their skills.

Measuring Output After Training

As a manager, how does the manager make sure that whatever output as a group the manager was giving to the organisation, now, after a trained subordinate, how does the manager enhance that output?

as a manager, how does the manager make sure that whatever output as a group the manager was giving to the organisation, now, after a trained subordinate, how does the manager enhance that output

What Defines Training ROI?

Whether it be in the form of productivity, whether it be in the form of efficiency, but the point is, the real ROI or the measurement of a training success is supposed to be measured from an output of the manager and not from the individual who did the training.

the real ROI or the measurement of a training success is supposed to be measured from an output of the manager and not from the individual who did the training.