衡量培训发展的投资回报－公开课分类1－江苏管理培训网-7411威尼斯

课程背景 course background
◆ human resource development expenditure is a unique form of business expense. unlike other expenses, training costs represent an investment by the firm in their employees. as with any other investment, a commitment to training is directly related to the expected returns from each dollar invested.
人力资源发展支出是公司支出的一种独特形式。与其它开销不同的是，培训成本其实是公司对他们的员工进行的投资。而与其它投资相同的是，投资培训的同时也期望投资的每分钱都能有所回报。
 
 
◆  assessing the ＆#118alue of these returns has been the subject of a large body of national and international research. almost unanimously, studies have concluded that enterprises are interested in training as a means of securing improved workplace performance and greater profitability.
评估这些回报的价值已经成为许多国内和国际研究机构的研究主题。而这些研究几乎一致得出这样的结果，企业将培训投资作为保证改进员工绩效和提高利润的一种手段。
 
◆ measuring these benefits, and relating them to the costs of training in a way that reveals the rate of return on a firm’s training outlay (investment in human resource development), is not yet widespread among many companies in china. many firms may both be aware of the significant increase in their bottom line that could occur if they were to identify and pursue the highly profitable training opportunities like this one.
评估这些收益，并将它们与培训成本比较是揭示公司培训费用（人力资源发展的投资）回报率的一种方式，但这种方式在中国并没有被很多的企业广泛采用。许多公司可能还没有意识到如果他们能够鉴别并把握高收益的培训机遇，那么他们的底线将能大幅度提高。
 
◆ measurement of training roi starts with defining the reasons and goals for the training determining how much the training costs and verifying the amount of return. questions you may have on this are:
培训的投资回报评估从定义培训的原因和目标开始，确定培训成本，并验证培训的回报量。对于这一点，您可能会有以下疑问：
 
◇ what is the reason for the training?
培训的原因是什么？
◇ what is the investment in training?  
培训的投资是多少？
◇ how is the return measured?
如何评估培训的回报？
 

 
 
after attending the program, you will realize that measuring roi is possible and that a logical, rational way to approach it exists within the constraints of budgets and resources.
参加此培训后-您将了解到培训投资回报是可以衡量的，并且能掌握一种在预算和资源限制范围内进行评估的有逻辑且理性的方法。
 
 
 
课程收益 course proceeds 
 
◆ improve the credibility of the training function by quantifying training’s worth to the organisation.
通过量化培训对组织的价值，来增强培训职能的可信度。
◆ better manage training costs and make more cost-effective decisions regarding training expenditures.
更好地管理培训成本，并就培训支出做出更佳投资回报的决策。
◆ plan a successful strategy for implementing evaluation strategies and techniques in your organisation.
计划出更成功的策略，以在您的组织中实施评估策略和方法。
◆ increase training benefits by focusing more on achieving results which have worth to the organisation.
通过将关注点更多地放在对组织有价值的结果上，来提升培训收益。
◆ improve the credibility and power of the training function by becoming profit instead of cost centered.
把培训从成本中心变成利润来源，以增强培训职能的可信度和力量。
◆ apply measurement techniques strategically to improve the cost effectiveness and impact of training on operational results.
策略性地提供评估方法，以提升成本收益和培训对运营结果的影响。
 
课程概要 outline 
 
◆ “training” or “learning”, the fact that although enterprises invest in training, it is learning, skill development or attitude change that results in the returns; and these are not always associated with training.
不仅是培训，学习、技能提升和态度改变都能提升绩效。
◆ how traditional ways of thinking about return on investment are appropriate to training and learning.
有关“投资回报”传统思维方式将如何适用于培训和学习。
◆ selection of output measures.
选择评估结果的方法。
◆ the different ways of measuring key variables.
评估主要变量的不同方式。
◆ the pre and post training analysis.
培训前和培训后分析。
◆  analysis of the impact of training on efficiency and productivity.
分析培训对效率和生产力产生的影响。
◆ how the many changes that can be made within a company can contribute to performance improvements and profits.
如何在公司内进行大量变革以提高绩效和利润。
◆ how to provide guidelines for interpreting training’s impact on profits and competitiveness.
如何提供准则以解释培训对利润和竞争力带来的影响。
◆  how to prove that training leads to performance improvement.
 如何证明培训能带来绩效的改进。
◆ how to pilot, test, deliver and evaluate your program.
如何开展、测试、交付和评估您的培训计划。
◆ how to put together behavioral audits.
如何结合行为检查。
◆  ways of calculating the return on investment.
计算投资回报率的各种方法。
 
 

他曾为客户提供的培训服务包括：策划培训方案、制定培训战略和规划、实现改进项目，并强调评估培训的效果。
k.c. is a fellow of the chartered institute of personnel and development, he is certified as a licensed / approved trainer by the following international training organizations:
k.c. 是英国特许人事和发展学会的成员,他已成为以下国际培训组织的许可/特约培训师：
 
²            persona international, california usa（美国加州）
²            decision processes international, connecticut usa（美国康涅狄格）
²            service quality institute, minnesota usa（美国明尼苏达州）
²            eagles’ flight, canada（加拿大）
 
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【参训地点】：南京金汇大酒店 （四星 白下路288号）
【参训时间】：2009年5月20日13：30 – 17：30
【培训投资】：680元/人
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