Case on ROI of Training and Development at Rose System

Learning, Training and development team at the Rose Systems was challenged to identify learning needs; competencies have been identified to help employees find ways to improve efficiency and effectiveness, customer satisfaction, and revenue growth in the company.

This case study describes how evaluation is built into the learning process and is positioned as an application tool. The keys to success are planning for the evaluation, building it into learning process, and using the data to help future participants. The attempts of this case to assess the current systems of ROI of Training and Development and suggest some of the suggestions based on the discussions, observations and after analysing the data of last three years used process.

For this case a powerful approach of using action plans developed by team of training department was taken in to account. Even key components of the evaluation of five level programs were studied and found out that the training and development of a formal, structured training programs and its effectiveness at shop floor. The case has developed after finding out the ROI within the teams and individuals too. This is good sign of finding out the investments and its results. It is found that the organisation has adopted the method of finding out floor effectiveness and individual investment cost for training them used their potential for business results. After application of ROI analysis for calculating results it was found that the ROI of all five levels/ types of training has high ROI of Training. The real concern of the corporate managers, V.P and G.M were interested in seeing the actual ROI for the trainings of 2012, 2013 and 2014. So before formulating the case, the team of Training department were worked on various additions and use of methods to carried out ROI of Trainings for all kinds of training.

This is noteworthy that within short period of time after establishing their own training department, they have initiated the ROI of Training and Development which is last step to achieve. This case study provides critical insights into how Trainings; Knowledge Transfer, Process Training, Product Training, Soft Skill and Technical Training in an organization were evaluated and whether the impact of training on business were having or not as well as ROI of all three years were measured separately. The recommendations have provided to build the strategies for upcoming years in smooth functioning of training department of the organisation.