You’ve rolled out a new training program. Participation was high, the feedback forms are glowing, and everyone had a great time. But then the CFO asks the crucial question: “So, what was the return on investment?” If your answer relies on happy sheets, you’re not alone—but you’re also not equipped to answer.
Measuring training effectiveness isn’t about proving you were busy; it’s about proving you created value. At BPTA Ventures, we use a robust framework to move from activity to impact.
The Kirkpatrick Model: Our Gold Standard
We use an evolved version of this classic model to capture the full story:
- Reaction: Did learners find the training engaging and relevant? (This is where smile sheets start, not end).
- Learning: Did learners actually acquire the intended knowledge, skills, and attitudes? We use pre- and post-assessments, simulations, and skill demonstrations to measure this.
- Behavior: Are learners applying what they learned back on the job? This is measured through 360-degree feedback, manager observations, and performance review data 3-6 months post-training.
- Results: This is the ROI holy grail. What was the tangible business impact?
This includes:
- Increased productivity (output per hour)
- Improved quality (reduction in errors)
- Higher sales (conversion rates)
- Enhanced employee engagement (retention rates)
- Reduced costs (e.g., less rework)
Calculating ROI: The Formula
The classic ROI formula is:
ROI (%) = (Monetary Benefits – Program Costs) / Program Costs x 100
The challenge is isolating the training’s effect on those monetary benefits. We do this through control groups, trend line analysis, and directly linking training to specific performance metrics.
Measuring ROI requires upfront planning. Before the program even begins, we work with you to define what success looks like and how we will measure it. This strategic partnership transforms L&D from a cost center into a verifiable value driver, speaking the language of the business and securing executive buy-in for future investment.
