Return on investment is a crucial and challenging issue for the fields of performance improvement in the organizational sector and HRD (human resources development). Return on investment (ROI) is a commonly discussed topic many research seminars and conferences conducted on the topics of human resources development and performance improvement areas. In HRD based international and national journals, return on investment (ROI) is the most frequently discussed research topic. In literature, several books are written and published on this research topic with examples of the organizations that have successfully managed return on investment related critical issues (Elnaga & Imran, 2013).       

Return on investment is a commonly used approach by the investor to evaluate and compare the alternative option of investment while taking a decision about investing in an investment project. Through the use of return on investment, strategy investors can evaluate which investment opportunity has the highest value of the benefit and which can cover the expected cost in a relatively short period. Following the return on investment concept, the values of ROI positive and higher indicate that investment product will easily cover its cost. During the past few years, an asset purchasing approach had applied to the decision. Investment opportunities available to the investors include go-no-go decisions and traditional investment decisions. Some important go-no-go decisions relate to recruiting, training and marketing. Moreover, traditional investment decisions can be evaluated based on venture capital and stock portfolio management (Phillips, 2011).  

Benefits of ROI: Contributions of measurement-From the HRD staff, it is possible to know the important contributions on the selected numbers programs ROI makes it happens. The benefits of the program have expressed in different terms. The contributions of the outweigh are a good or bad investment.

Priorities Setting-to develop high impact and ROI’s calculations in different areas such programs are determined to contribute to the organizations.Results Focusing on- To pay focus on the results of the programs, ROI’s measurements were based on results. The process which is required to pay concentration on objects Measurements the process that is required are facilitators, Instructions designer, and support group. The process in all the training programs was add on behalf of its effectiveness and improvement (Phillips, Phillips, & Hodges, Making Training Evaluation Work: Show Value and Communicate Results, Select the Right Model and Find Resources, Get Management Buy-in and Overcome Resistance, 2004).

Training of Perception Alter Management-the training management group applying the ROI’s processing briefing and consistently, to convince the management that investment is not so expensive. To increasing the functions of the objectives, to improve their contributions to the objectives, the manager would see the training. In Building partnership management, it is an important step. Process of ROI-To develops essential elements of the ROI Many professional rises a point that process model of ROI’s Provide very little information (Alhejji, Garavan, Carbery, O'Brien, & McGuire, 2016).

• Training affected by isolation
• Data converting into Monetary Values

Analysis Plan of ROI: The continuity of data collection is the analysis plan for ROI. The documented plan carry out pieces of information on many issues to create the develop the original calculations of ROI. Main issues include as below:

• Training and education programs use the effects of the isolating method
• For monetary values, data converting method have used
• No cost would be posted to prorated in the cost categories
• Benefits of intangible anticipated
• To receive the information we have communication Targets
• Program implementation may have some other issues and events

To manage the ROI’s process implementation successfully, these two planning documents are necessary.

ROI process criteria for effectiveness: For the effectiveness of the ROI process with input from thousands of specialists, managers, and education places, the criteria below have created (Phillips, 2011).

• It should be void from any complexity and must be simple.
• Without required any additional resource to become capable in the daily routine training should be economical
• Credible techniques, assumption methodology would use.
• The process should maintain a balance between practical, theoretical, sound, and sensible approach based processes.
• Factors that affect output variables must account in the process of ROI.
• For the hard and soft data process of ROI should Applicable (Kirkpatrick, 2009).

References of  about Return on Investment (ROI) of Training and Development in Ooredoo Qatar

Alhejji, H., Garavan, T., Carbery, R., O'Brien, F., & McGuire, D. (2016). Diversity training programme outcomes: A systematic review. Human Resource Development Quarterly, 27(1), 95-149.

Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. The effect of training on employee performance, 5(4), 137-147.

Kirkpatrick, D. L. (2009). Evaluating Training Programs: The Four Levels: Easyread Edition. ReadHowYouWant.com.

Phillips, J. J. (2011). Return on investment in training and performance improvement programs. Routledge.