Essay on A training program

In this chapter, the discussion of the ROI in the training and the development is conducted. ROI which basically stands for the Return on Investment is the money that an organization or a person has made on the top of the money which you have spent. ROI is generally expressed in the form of the percentage. The process of the ROI happens once in the organization when the organization has complied all the plans and the all the digital strategies of the company. ROI is nay important feature for the development of the company as it is known as the rate pf the profit of the company or the rate of the return, that how much money has return to the company after the company has spent it. ROI is applicable in almost all of the industries and this helps you to identify the strategies that you have implemented in the organization. Moreover, it will help you to define the profits that a company has made when it has applied different strategies. ROI is used as a tool in many companies and in many organization as it helps in the tracking and measuring of the different parts of the business, in two important terms of the business; the profit and the loss. This helps you to see that if the certain strategies which you have implemented in the market are not working properly then you can decide whether to change the strategies or to improve them and by this method you will recover a better percentage of the investment. Organizations should use the ROI properly as it will help in the planning process of the company and the company can measure the rate of the profitability at the end of the day or at the end of the month whenever the company has targeted to measure the art of the profit.

A training program to be happen successfully is not the game of every time. Implementing a successful training program in the organization is tough and it does not simply happen. ROI on the training and the development is a product of the budgeting, careful planning, all kinds of the effort and the resource allocation. The training and the development requires the effort, resources, money and most probably time. But in the training and the development processes there are different costs including the hidden costs of the training and the direct training costs that are utilize in the training processes. But before conducting a training program every company or the owner of the company wonders if the training program conducted b him or the organization is worth spending all the cost on. And the HR officer and the manager of the company wonder if the training process conducted by us is beneficial for the learners or the business organization or not. Most of the organizations measure the ROI on the training and the development and how much they have invested upon the training and the development and how much they will get in return after the training and the development systems. 

The role of the ROI in training and the development is very important as the owners of the Ooredoo Qatar can know what outcomes will occur after the training and the development program is conducted in the organization. The ROI training and the development can be described as the increase in the greater annual revenue, the skills of the employees and the number of the employees that are trained during this program and all these things are measurable. Because the concept of the ROI in the training and development is different and the people understand its role differently under different circumstances. The basic things is the clarity of the training and the measurement of the ROI in the training properly. The fist and the most challenging things is to measure the ROI in the training and the development and how to measure the ROI during a training and development program. 

There are five different methods to measure the ROI of the training and the development. The five different measure are as follows: 

Engagement of the employees in the training process: The engagement of the employees in the training process is an important factor because the measures of the engagement in the training program evaluates that up to which extent the learners are participating actively in the training program and how they are interacting with the course that is being discussed during the training program. The simplest measures that can be include during the measurement of the engagement includes the rate of the completion of the program, the completion of any activity and the participants that are included in the events and the workshops conducted. We can also measure the amount of the time a person has spent on an activity and how the persons are reacting to the content that is being discussed and how frequently that are answering the questions as well because this reflects the engagement of the employees in the activity. And if the owner or the HR officer wants to measure all these things in the numerical values than they can evaluate in the terms of the ratio of the learner, or they can also see the ratio of the number of the posts for each learner and the posts to a number of the earners (Perez, 2014). 

Are they enjoying the training program? According to the different researchers and scholars it has been defined that the most of the organizations do not keep track whether their employees are indulged in the training and they do not take any feedback from their employees only half of the organization keep the proper track of the employees that what they learn form the training program and take feedback from them that what kind of the techniques you learned in the program and how they can implement these techniques in the future. The best and the simple way to identify if the employees are enjoying in the training and the development program is simply that the organization or the owner of the company simply ask for the feedback for the employees by conducting a meeting after the training session. Feedbacks are important so that the organization can easily know about the perception of the employees. 

What did they learn during the training session? No matter how a person seems engaged in the program it is useless until he learns something from the training and the development program. That is why to acquire the kills, the knowledge and the abilities is the major things in the ROI training and development as it is useless if a person does not learn anything during the training and development program as he cannot benefit the organization and cannot implement anything in the organization for the development of the organization. But still there are many methods and techniques that allows the organization to assess what the employees have learned in the training and the development session. The different techniques include the competency assessments and the teste of the knowledge recall all these things helps in the assessment of the employees and what they have learned during the training and the development program (Bennington, 2012).

Do they have the knowledge to implement it in the workplace? In most of the areas we can say that actions speak louder than the words can ever. The main them and the task of the training and the development program is to help the employees and the learners in understanding the ways in which they can use and implement their knowledge in the organization and they have enough knowledge regarding the use of the information and where they can use this information in the organization. The next major thing is the application of the knower in the area of implementation. If the organization place the learners in the real contexts than the learners will have the opportunity to apply their skills and the knowledge and practice these skills in the organization. This practice can be in the form of the task that are the on job tasks or the challenges that most of the times occur in the organization or the role plays the stimulations the branching scenarios are sometimes the place in which the employees can apply their skills and knowledge and overcome these problems in the organization (Bennington, 2012).

 Is this application is beneficial for the Business organization? The most important and the main thing is the application of the knowledge in the business organizations. If the training and the development program and its objectives are mainly linked with the strategic objectives of the organization, then it will be beneficial for the organization and the employees who are attending the training session. A successful training session will help he organization and contribute in the organization with the most effective way. This learning and development will not only encourage the employees towards a fresh perspective of the company and the modern skills that re utilized nowadays, but it also indulge the employees and lead them towards the productivity, efficiency and the innovation so that the employees can generate more innovative outputs for the organizations and this will beneficial the organization in the most positive way. This implements in all the organizations and how different organizations can use this method for the ROI training and the development. By engaging the learners in the training program and by motivating them we can make the training program successful and the companies take benefit from this type of the training programs. Application of these new systems and new learning ways in the workplace is necessary but it is still not practiced in many organizations. (Perez, 2014). 

In the training and development measuring the ROI is the consistently earned the place between the different critical issues in the HR developments. The   Ooredoo Qatar developed the exchange information of the ROI where the dozen of the books provided through the important coverage of the training and development by measuring the ROI. Measuring the ROI is the much debate topic because there is the are topic which stir up the emotions of the degree of the ROI issues. ROI is characterized by the answer accountability concerns. By the understanding of the driver of the ROI process as well as the advantages and the weakness is inherent which creates the ROI possible for the rational approach. The different professional which argued that it is not possible to measure the ROI calculations, and the latter group which gaining the tremendous support with the senior managements. Measuring the ROI is the becoming truly global issue where the organizations form the overall world also concerned regarding to their development and training ability and also has the different methods of exploring which measure the training results. Hence the economy is developing where the accountability of the training is the still most critical issue. In the different countries various professional also offered the seminars, workshops and it dedicate to the conference for the measurements issues involving the ROI. By the ROI underscores a progress which is required for the improvements of the performance and training then its shifts for the different activity based process and the results is also based on this. Then the development of the human resources departments also recognized the requirements of the ROI (Phillips P. P., 2006). In the different cases the shift is also occurred for the requirements of the ROI as well as it has been persistent to creating the progress of the various issues. It is very good for the ROI which is gained by the different viewpoints along with the explanations which might be changes for the various things and it is very clear. In the different developing countries, the training is also increased which is needed for the new jobs of the processes and plants and it is established as well. 

As most of the companies still not have implement this training and the development programs in their organizations and if they have implemented these kinds of the program they do not measure the ROI training and the development. In many research papers and according to many scholars this is one of the main issue that occurs in many of the organizations. Training is one of the most important component of any organization as the market trend changes with the time and nowadays with the advancement of the technologies there is so much competition among the market and the companies put their whole effort so that they can employee the best workers for their organization and train them properly for the organization. Training of the employees is a crucial part in the development and the success of any organization. If the organization are trained properly then the organization can lead to the level of the success. And through the efficient training activities and with the efficient and the effective training initiatives the companies can overcome with the challenge that the company face including the challenge of the profit and loss, inflexible workplace, lack of the knowledge to the employees about the company and its goals, poor customer service and the low morale of the employee and moreover waste of the material. These are some of the major challenges that a company mostly face. 

Pre and the post training assessments are necessary to identify the flaws the employees have and what are they lacking and what things should be included in the training program so that the problems can be overcome. Data mining is also important that how much the employees are aware of the company goals and how much they are unware of the terms and the policies and strategies of the company. By doing the data mining it will be helpful to conduct the training and the development program. But many organizations do not evaluate all these things before conducting the training program and so the training program will not benefit the employees of the company as well as the organization. The training program should not be conducted before doing any of these evaluations and the assessments. Most companies do not take car whether the employees are learning from the program or not. They just conduct the training and the development program as a formality. (Bennington, 2012)

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).   Creating the point by point financial guide of where your association goes through its money is fundamental to working up a system to extend ROI in the development and training. Accomplishing this obligation have need of the money related numbers for your association's yearly working spending design and furthermore mean pay for a comparable time span. Planning your operational going through arrangement with each office's pay can exhibit to you how much divisions inside your business are getting versus how much these locales are costing your association (Lister, n.d.)

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, Return on investment in training and performance improvement programs, 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.

ROI is an execution decide, use to evaluate the capability of an endeavor or take a gander at the adequacy of different various theories. To process ROI, the upside of a theory is disengaged through an expense of the endeavor. The result is conveyed as a rate or an extent. Contingent upon what sort of benefit you are searching for an endeavor you make in your business; there are different ways to deal with improve your ROI. Return can join extended advantages, diminished expenses or imperceptible points of interest, for instance, improved working efficiencies or extended brand care. Unquestionably describing your goals just as area anyway numerous exploratory benchmarks as would be judicious will empower you to manufacture the compensation on the unmistakable exercises you take to upgrade your association (Edmunds, n.d.)

 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, Return on investment in training and performance improvement programs, 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).

The arranging about the speculation term is a set of constrained dates for your business to keep money with explicit associations or venture openings. This empowers your business to pull back its money and really find a workable pace benefits. The association would then have the option to place the advantages in a substitute zone of the market that may perform better than past associations or reduced. Using this framework inside your very own industry allows your association set firm dates for workplaces to begin exhibiting positive ROI already you either separate the divisions or reconsider your systems.