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We have a specific toolkit, developed over some years for measuring the Return on Investment of training and development programmes. Rather than apply this externally as consultants our aim is to teach programme participants to use the toolkit for themselves, guiding them in the principles and in how to fill in the templates to create their own ROI measures for the programme.

The tool works from key learning and development points to the skills and behaviours developed, where those skills and behaviours are or will be used, and which team or departmental objectives they will contribute to. Once that has been established a value can be placed on those activities in terms of cost-savings, value for money, or efficiency (freeing time for other activities which increases productivity – ie more is being done for the same outlay in terms of people employed and salaries paid).

A further sophistication is to evaluate the results produced by the participants before and after the programme against these criteria. In addition the toolkit provides a means to assess the results of a high performer, or ‘exemplar’, against an average performer in a given role or for a given activity. This provides a baseline showing how each step from average to high performance builds value – giving the return on the investment in time and money in the programme

We take a similar approach to ‘Booster Activities’ and Project Work undertaken by participants between modules, where relevant, to direct those things towards measurable results which the participants can report back in ROI terms as well as in terms of their own learning and development.

Read our Case Study here