A Year of ROI

Dear Friends

Another year had passed.

So a friend of mine asked did you get an ROI in 2015. Happy to share YES.

A year where we have grown in our experience of ROI. Got new clients and training.
Grateful to all those HR professionals who helped us implementing the ROI process in their company. It feels good that HR professionals want to try and implement ROI process which was a fear factor.

So what is the impact we got in 2015

IMPACT RECEIVED

• India partners to ROI Institute, USA
• New clients and training

APPLICATION

• Developed case studies in the area of ROI 
• Research and surveys as to why HR professionals are averse towards implementing the ROI process 
• Book in publication on 'HR Matters - Make HR and training a profit center'.

ROI has helped me to streamline the process.

In the end as Stephen Covey said, 'Begin with the end in mind'.

Welcome 2016

With Gratitude

Sonali
www.exponentialadvisory.co.in

Data Collection Challenges in ROI

Hullo Friends!

To write on ROI is exciting and more exciting is writing on data collection challenges faced by companies for ROI.

Completed a few impact studies for companies from Oil, Automotive and Pharmaceutical industries. The major hitch was to collect data.

Couple of things came to lime light

1. It is important to inform all the employees undergoing training that we are implementing an ROI process. That data collection will be a major area. It is mandatory to support the ROI consultants to give them the data. This may range from answering the questionnaire, being a part of focus group, make action plan and so on...Unless the employees are taken in confidence to share data the entire ROI exercise will be futile.
2. To explain to the employees the data collection process, the elements required, the time of the data collection and who will collect the data. This puts employees at ease and they will be in a comfortable position to share data.
3.  Extreme data items to be eliminated.

FAQ...
1.  What if the training is outsourced and we have appointed a vendor for training?
Ans...It becomes responsibility of the training vendor to provide the reaction and learning data neatly tabulated as per the guidelines and the format required for ROI analysis. Many a times the vendor is reluctant to provide this data as collecting such data may not be their fortae. In that case, the HR or training department can be of help.

2.  What if we do not have the manpower to collect data?
Ans...You can appoint someone from the ROI team to collect data.

3.  How do we team up with the training vendor in the ROI implementation?
Ans...It is vital that you have buy-in from the training vendor for the ROI process. This involves quantified objective setting, Create module, design content, evaluation planning, data collection plan.

4. Do we use excel or SPSS?
Ans...SPSS definitely helps...excel is good enough...:)

Do share your experiences regarding data collection and questions to wagle.sonali@gmail.com

With Gratitude
Sonali
www.exponentialadvisory.co.in

Insights on ROI Implementation Practices In Indian Companies

This is in continuation of my earlier update "ROI Implementation in Indian Companies - A Study".

It is vital to note the challenges and barriers that I faced while conducting an ROI study. Following challenges and barriers came into focus

1. As my workshop is an open workshop, it was hard to set appointments with the participants to gather data.
2. Fear of participants to disclose the information.
3. Time lag between the response expected and the response given at the application and impact level. Since this was the first time all the participants were undergoing the ROI program, for them to conceptualize, understand and implement the ROI process was a huge challenge and hence data collection became  another major  
4. Participants took significant time to evaluate a study.
5. Many participants were hesitant to share the data when it came to budget and monetary gains.
6. The participants have not yet realized the need for ROI as they still felt that the TNI (training needs analysis) phase takes care of everything. It is observed that unless the ROI culture is enforced in the company culture, it is hard to implement ROI. So at times participants lacked clarity while giving responses.
7. It is observed that unless ROI is not part of the Key result area of the participants, it is not implemented.
8. It was difficult for the participants who attended my workshop to go to the impact level, as they are occupied with the operational work. According to them they have no time in applying ROI to their training programs. So even when my workshop was successful at learning level, I had no power to enforce the implementation.
9. Lack of management support.
10. Some company’s systems and processes did not support the use of their skills.
11. Non availability of resources.

With Gratitude.

Sonali

ROI Implementation in Indian Companies - A Study

Dear Friends

Grateful to share that recently we completed a survey to check has implemented ROI process. The reality is ROI is not even a considered. Many of the companies do not even have the data.

Companies studied - 41 large scale companies, multinational companies, public sector undertakings, private companies.

Out of these 16 companies have sent their HR / training personnel to uprade their skills in the ROI area,

The objectives of the study are

•        To understand the extent to which participants who upgraded their ROI skills were able to implement the ROI process in their company.
• .      Identify the barriers and enablers to implement the ROI process.
• .      Recommendations to make HR and training a profit center. 

   Table 1 shows the company and the industry profile of the participating companies.

Table 1: Company and Industry Profile

Industry	Companies Surveyed	No. of Companies	No. of Participants
Pharmaceutical	5	3	6
Chemical and paint	3	1	1
Business process outsourcing	4	1	4
Chemical	2	1	2
Power	4	2	5
Banking and Finance	5	2	2
Automobile	6	2	3
Insurance	5	1	2
Oil	5	2
Packaging	2	1	1
Total	41	16	24

RESULTS

Table 2 shows the confidence level of the participants to apply the concepts learnt.

Table 2: Participant’s Reaction vs. Confidence Level

	Confidence Level %
Concepts	Less than 60	60 to 70	70 to 80	More than 80
Objective setting	20	30	40	10
Making action plan	35	30	30	5
Collect reaction data			10	90
Collect learning data			10	90
Monitor and collect application data		60	20	20
Measure impact	15	80
Calculate ROI	50	40	10
Use of Isolating techniques	70	20	5	5
Design questionnaires	15	20	60	5

Rating as per the ROI implementation is given below

1. 90 percent and above = Fully implemented
2. 75% to 90% = Above average implementation
3. 65% to 75% = Average implementation
4. 55% to 65% = Below average implementation
5. 55% to 65% = Tried but failed
6. Below 55% = Did not attempt
7. Did not get any information from the participant

 Table 3 depicts the data integration summary of the companies who attempted the implementation of the ROI process.

Table 3: Data Integration Summary

Company	Reaction	Learning	Application	Impact	ROI
Pharmaceuticals 1	A	B	D	F	NA
Chemical and paint	A	C	G	F	NA
Business Process Outsourcing	A	A	B	C	-
Chemical	A	F	F	G	NA
Power	A	B	B	B	96 %
Finance	A	C	G	F	NA
Automotive	A	C	G	F	NA
Packaging	A	C	F	F	NA
Energy	A	C	F	F	NA
Pharmaceuticals 2	A	B	C	D	-

Hope that next year we do this survey, we get more data and the company's willingness to implement the ROI process.

Grateful to all those who participated in the survey.

With Gratitude

Sonali

www.exponentialadvisory.co.in