Do you find excuse to implement ROI process for your training evaluations

Today a Sr. Candidate came for interview for a training profile.

Our client was looking for a person who can guide them and implement the ROI process.
He seemed good and knowledgeable and knew all the models that existed for ROI.

When asked to rate his skill level in implementation of ROI in his existing company, he said I never got time to implement ROI.

The question here is having conceptual knowledge of ROI that we learn at an MBA level and practical application of the same are too very different things. It’s a proven fact that having knowledge does not guarantee the application of the concept, let alone be measuring impact.

Chart below represents 100 HR and training professionals interviewed on the reasons for lack of training evaluation. Y-axis represents percentage and X-axis, the reasons identified for not implementing the training evaluation process.

33% professionals identified No time as a reason followed by lack of management support on 19% .

ROI is the most simple and easy to adopt process, yet training managers are avoiding it because of misconceptions about its application. If ROI is made part of the training process, then everything else follows. Time can be saved in areas such as training need identification, quantified objective setting, accountability of trainers, and questionnaire designing to collect the correct data.

ROI is the backbone of any training or HR intervention. And remember, no ROI is as good as the training has not taken place. Prove it, or leave it!!!