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Training Needs AnalysisTraining Needs Analysis
(Managing Training & Development)(Managing Training & Development)
PT. Menara Kadin Indonesia
Jakarta, 23 24 September 2010
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NO KEGIATAN WAKTU
1 Overview : Hari PertamaTraining Program di dalam
Perusahaan
09.00 10.00
. .
" #un$h %rea& 12.00 1".00
' #atihan
1. Pen(usunan uri&ulum2. Men(usun e!utuhan Pelatihan
1".00 ) 1*.00
* Overview : +valuasi Pelatihan 1*.00 1,.00
2
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NO KEGIATAN WAKTU
1 Overview : Hari edua+valuasi Pelatihan -#anutan/
09.00 10.00
2 Pengenalan Proses +valuasi 10.00 12.00
Pelatihan dan Taha)TahaPela&sanaann(a
" #un$h %rea& 12.00 1".00
' #atihan : tudi asus 1".00 ) 1*.00
* Penutu 1*.00 1,.00"
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1. 8is$uss the s(stems aroa$h to training anddeveloment.
2. 8es$ri!e the $omonents o training)needs
ana (s s". 5denti( the rin$iles o learning and des$ri!e
how the( a$ilitate training.
'. 8is$uss the advantages and disadvantages ovarious evaluation $riteria.
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The Human Resources contribution...The Human Resources contribution...
On Training Management ?On Training Management ?
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Business partners ?Chane aents ?
DiDi dalamdalam kwadrankwadran yangyang ManaMana AndaAnda sudahsudah berperanberperan didi dalamdalammenjalankanmenjalankan fungsifungsi HR ?HR ?
A!ministrati"e
specia#ists ?Emp#o$ee a!"ocates ?
David Ulrich HR Champions: The Next Agenda for Adding Value & Delivering Results, 1996
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Long Term
DevelopmentPlan
5 YearsBusiness
Policy
1 Year
Business Plan
Man PowerPlanning
OrganizationalReview
HumanResourceStrategy
OrganizationalStructure
SuccessionPlan
ORGANIZATION
MAP : INTEGRATED HR SYSTEM
and Selection
OrientationMovement and
Placement
Performance
Management
Career
ManagementRetirement
COMPENSATION & REWARD MANAGEMENT
BELIEF SYSTEMEMPLOYEE RELATIONS
INFORMATION SYSTEM
People Review
People
Development
Assignment TrainingSelf
Development
INDIVIDUAL
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The bier pictureThe bier picture
Organisational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee education, experience and training
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%$stems &o!e# o' Trainin%$stems &o!e# o' Trainin
Phase
One:
Phase
Two:
Phase
Three:
Phase
Four:
Needs Assess-ment
Design Implemen-tation
Evaluation
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Nee!s AssessmentNee!s Assessment
OrganizationalAnalysis
Task Analysis
Person Analysis
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Organization AnalysisOrganization Analysis
Examination of the environment,
strategies, and resources of the
organization to determine where
training emphasis should be placed
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Task AnalysisTask Analysis
Process of determining what the content
of a training program should be
on the basis of a study of the tasks
and duties involved in the job
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Competency AssessmentCompetency Assessment
Analysis of the sets of skills
and knowledge needed
for decision-oriented and
knowledge-intensive jobs
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Person AnalysisPerson Analysis
etermination of the specific
individuals who need training
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%ources o' in'ormation 'or
Orani(ationa# Ana#$sis)1. Organiases in o!
'. Perorman$e 3raisal ?esult
*. Other o!sta$les
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our$e o inormation in
Person 3nal(sis:1. Perorman$e 3raisal ?esult
2. @uestionnaire
Three Level in TNA :Three Level in TNA :
. o$us rou
'. 5nterview
*. O!servation
. Personalit( 7 >hara$ter result test
,. Ps($hologi$al test
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+e'ine+e'ine the prob#emthe prob#em
E!"#E PE#$%#&A'(E )%ptimals*
+escribe +iscrepanc$
,. -
- A(+A PE#$%#&A'(E )Actuals*
. P%!!"/E +#A"'"'0 'EE
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Need Analysis (GAP) :
Element of Performance Analysis :Element of Performance Analysis :
&a/or Accomp#ishments 0 Responsibi#it$
1 - 2
Output 0 Resu#ts
&EA%URE%
1 -
Tas*s
1 -
K % A 1 -
+E3ICIENCIE%
1 -
+E3ICIENC4 CAU%E%
,er'ormer Wor* En"ironment
+E3ICIENC4 CAU%E%
,er'ormer Wor* En"ironment
. Kno5#e!e or %*i##
1. Aptitu!e or Abi#it$
. Too#s or E6uipment1. ,roce!urs or ,o#icies-. 7ac* o' 3ee!bac*
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+esinin Trainin ,rorams+esinin Trainin ,rorams
Instructiona#Ob/ecti"es
Trainee Rea!inessan! &oti"ationIssues in
Characteristics o'%uccess'u# Trainers
,rincip#es o' 7earnin
Trainin+esin
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Instructional ObjectivesInstructional Objectives
esired outcomes of a training program
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,rincip#es o' 7earnin,rincip#es o' 7earnin
Principles
of Learning
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Cer!al 5normationtateD tellD des$ri!e stored inormation
5ntelle$tual &ills3l( $on$ets to solve ro!lems
Motor &ills
+Ee$ute a h(si$al a$tion 3ttitudes>hoose a ersonal $ourse o a$tion
>ognitive trategiesManage thin&ing 7 learning ro$esses
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?einor$ement Theor(
o$ial #earning Theor(
Boal etting Theor(
eed Theor( 3dult #earning Theor(
5normation Pro$essing Theor(
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3nal(sis 4 3ssessment ?oles
?esear$herD needs anal(stD evaluator 8eveloment ?oles
Program designerD materials develoerD evaluator
trategi$ ?olesManagerD mar&eterD $hange agentD $areer $ounselor 5nstru$tor 4 Aa$ilitator ?oles
#eaderD te$hnolog( se$ialistD tea$herD $ounselor
3dministrator ?olesProe$t 4 a$ilities managerD $ost)!eneit anal(st
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Aen!aAen!a
. &easurin the E''ecti"eness o' Trainin
,roram
1. &easurin 8Return on In"estment9 o'Trainin
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a1 &emastikan kurikulum tercapai dan mendukung kebutuhan bisnis
b1 &enentukan apakah hasil training atau perubahan perilaku dari
trainin mendukun bisnis atau un alasan untuk berubah
c1 &engukur benefit dan cost dari pelaksanaan training
d1 &embantu management mengidentifikasi gap dan memberikan alat
bagi management untuk menentukan kelangsungan training
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%eore Training
8uring Training
3ter Training
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uerior 4
Management
Parti$iantsH?8
Training+valuation
)>hange Aa$ilitator
) Program uorter) Program Owner
) 5mlementers
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3. Measuring te Effe!tiveness of3. Measuring te Effe!tiveness of
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r a n gra n g rogramrogram
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Trainin
Nee!Ana#$sis
TraininOb/ecti"es Trainin+e#i"er$
Trainin
E"a#uation
Trainin ,rocessTrainin ,rocess
6hat are
the training
needs or
this ersonand4or o!F
O!e$tive
should !e
measura!le
ando!serva!le
Te$hniGues
in$lude on)
the)o!)
trainingD a$tionlearningD et$.
Rea$tion
7earning
Behavior
Results
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The 3our 7e"e#s o' E"a#uationThe 3our 7e"e#s o' E"a#uation
#evel 1 ) ?ea$tion
#evel 2 ) #earning
#evel " %ehavior
3li$ation
#evel ' %usiness
5ma$t
our e"e sour e"e s
o' Trainino' Trainin
E''ecti"enessE''ecti"eness
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+valuate trainees rea$tions to the
rogram. 8id the( li&e therogramF 8id the( thin& it
worthwhileF
7e"e# 7e"e# :: ReactionReaction
The 3our 7e"e#s o' E"a#uationThe 3our 7e"e#s o' E"a#uation
Test the trainees to determine i
the( learned the rin$ilesD s&illsD
and a$ts the( were to learn.
7e"e# 17e"e# 1 :: 7earnin7earnin
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3s& whether the trainees !ehavior on the o! $hanged
!e$ause o the training rogram.
7e"e# -7e"e# - ;; Beha"iorBeha"ior
App#icationApp#ication
The 3our 7e"e#s o' E"a#uationThe 3our 7e"e#s o' E"a#uation
6hat inal results were a$hieved in terms o the
training o!e$tives reviousl( setF 8id the num!er o
$ustomer $omlaints a!out emlo(ee droF 8id the
ree$t rate imroveF 6as turnover redu$edF
7e"e# 27e"e# 2 ;; BusinessBusiness
ImpactImpact
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%%
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1. Mengu&ur ting&at &euasan eserta terhada ela&sanaanrogram dan en(usunan lan a$tion
2. 3a&ah eserta men(u&ai rogram terse!utF 3a&ah esertamerasa !ahwa rogram terse!ut !ermanaatF
Memenuhi haraan mere&a atau tida&F
". Pela&sanaan engu&uran umumn(a dila&u&an dengan modelengisian evaluation sheet ada saat a&hir rogram
'. Program evaluasi dan er!ai&an untu& ela&sanaanselanutn(a (ang le!ih !ai&
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?elevansi 5si Program Pelatihan
%ahan)%ahan Program Pelatihan Tugas dan #atihan
Metode en(amaian
ner a nstru tur atau as tator
Aasilitas dan #ing&ungan elas
?ating e$ara eseluruhan
aran er!ai&an
Masu&an)Masu&an #ainn(a Plan 3$tion dari hasil elatihan
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,#an Action )
?en$ana imlementasi ditemat &era masing)masing
Merua&an suatu tam!ahan. 3&an tetai i&aa&an dila&u&an engu&uran samai # "D ma&alan a$tion merua&an suatu &eharusan
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C t hC t h
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ContohContoh
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1. Mengu&ur ening&atan &nowledgeD s&illsD 7
attitude2. 3a&ah eserta memelaari aa (ang
". Pengu&uran level ini dengan $ara
mem!anding&an s&or re 7 ost test
'. uesioner untu& re 7 ost training menga$u ada tuuan elatihan
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Aeed!a$& @uestionnaires Test Tertulis -Post test/ #atihan Perorman$e 8emonstrasi
O!servation
Aa$ilitator 4 >oa$h O!servation Peer 3ssessment el)3ssessment &ills4>oniden$e %uilding
+Eer$ises Penugasan
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G i! #i ' # i 7 iG i! #i ' # i 7 i
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Gui!e#ines 'or E"a#uatin 7earninGui!e#ines 'or E"a#uatin 7earnin
Experimental Group Control Group
Pre Test Score 45 46
Pretest and Posttest $ores on >hange Management Training
Example :
ost est core
Gain 10 2
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1. Mengu&ur ela&sanaan dan eru!ahan erila&udalam ela&sanaan e&eraan
2. 3a&ah eserta memelaari ilmu !aru danmengguna&ann(aF
. en a an a u an o e atasan (ang ersang utandan ollow u dari lan a$tion
'. Perorman$e >ontra$tD 7 5ndividual Perorman$eO!e$tiveD $riti$al in$ident
*. Monitoring dari iso#ate trainin impact
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Aield O!servation Aollow)I @uestionnaires
Post)Training 5nterviews
Ao$us Brous 6or& 3ssignments
Perorman$e Monitoring
Perorman$e Metri$s el)3ssessment
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Example of Survey to Measure Behavior ApplicationExample of Survey to Measure Behavior Application
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Example of Survey to Measure Behavior ApplicationExample of Survey to Measure Behavior Application
Instruction:
The o!e$tive o this Guestionnaire is to determine the eEtent to whi$h those who attended the
re$ent rogram on #eadershi have alied the rin$iles and te$hniGues that the( learned
there to the o!.
>ir$le the answer that (ou $onsider aroriate or ea$h Guestion.
* J Mu$h more ' J More " J ame 2 J #ess 1 J Mu$h less
Understanding and Motivating
1. Trying to understand my subordinates 5 4 3 2 1
2. Listening to my subordinates 5 4 3 2 1
3. Praising good work 5 4 3 2 1
4. Talking with subordinates about
their family and personal interests
5. Asking my subordinates for their ideas 5 4 3 2 1
6. Applying "Management by Walking Around" 5 4 3 2 1
Time and energy spent after the prgram
compared to time and energy spent before
the program
5 4 3 2 1
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,er'ormance In!icators,er'ormance In!icators
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,er'ormance In!icators,er'ormance In!icators
HAR+ +ATA IN+ICATOR%
K 8owntime duration
K um!er o dee$t rodu$ts
K ales volume
K ro u$t on un t
K >ustomer satisa$tion indeE
K ?esonse time to orders
K um!er o a$$idents at wor&
K Others
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,er'ormance In!icators,er'ormance In!icators
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,er'ormance In!icators,er'ormance In!icators
%O3T +ATA IN+ICATOR% =intanib#e impacts>
K =o! satisa$tion
K >ondu$ive wor&ing relationshi
K tress rate
K @ualit( in de$ision)ma&ing
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Eamp#e ) &easurin Trainin Resu#tsEamp#e ) &easurin Trainin Resu#ts
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a p e ) easu a esu tsa p e ) easu a esu ts
150.00
200.00,roram ) T@&T@&
TraininTrainin
Resu#ts a'ter --
months o' traininmonths o' trainin
1 units
0.00
50.00
100.00
num er o e ects
!roppe! to
units0!a$
units
Be'ore traininBe'ore trainin A'ter traininA'ter trainin
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Eamp#e ) &easurin Trainin Resu#tsEamp#e ) &easurin Trainin Resu#ts
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30.00
40.00
50.00
p p
,roram )
%a#es Trainin%a#es Trainin
Resu#ts a'ter --
months traininmonths trainin
number o' sa#es er
- units
0.00
10.00
20.00
sa#esman increase to- units0month.
1 units
Be'ore traininBe'ore trainin A'ter traininA'ter trainin
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. Measuring 'eturn on. Measuring 'eturn on
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nves men o ra n ngnves men o ra n ng
7e"e# D ) Return on In"estment o' Trainin7e"e# D ) Return on In"estment o' Trainin
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7e"e# D ) Return on In"estment o' Trainin7e"e# D ) Return on In"estment o' Trainin
7e"e# : Reaction
7e"e# 1 : 7earnin
;
App#ication
7e"e# 2 ; Business
Impact
7e"e# D ; Return on
In"estment o'
Trainin
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i i ' # i ' # ! # ii i ' # i ' # ! # i
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Criteria 'or %e#ectin ,rorams 'or 7e"e#s 2 an! D E"a#uationCriteria 'or %e#ectin ,rorams 'or 7e"e#s 2 an! D E"a#uation
K 5mortan$e o the rogram in meeting the organiost o the rogram
K Cisi!ilit( o the rogram
K i
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Bene'its o' ROI o' TraininBene'its o' ROI o' Trainin
K Measure $ontri!ution
K et riorities
K Ao$us on results
K 3lter management er$etions o training
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ROI o' Trainin &o!e#ROI o' Trainin &o!e#
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ROI o' Trainin &o!e#ROI o' Trainin &o!e#
Co##ectCo##ect
+ata+ata
Iso#ate the E''ectsIso#ate the E''ects
o' Trainino' Trainin
Con"ert +ata toCon"ert +ata to
&onetar$
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Net ,roram Bene'itsNet ,roram Bene'its
,roram Costs,roram Costs
ROI FROI F
ExampleExample ::
KK Costs per proram =1D participants>Costs per proram =1D participants> D D
KK Bene'its per proram =st $ear>Bene'its per proram =st $ear> 1-1D1-1D
1-1D 1-1D ;; DD
D D
ROI FROI F
ROI F ROI F *9T34M54Mira 6 7 %udi
. Co##ectin +ata. Co##ectin +ata
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. Co##ectin +ata. Co##ectin +ata
K I!enti'$ appropriate per'ormance
in!icators =output time 6ua#it$
cost>
Co##ectCo##ect+ata+ata
K +e"e#op a co##ection p#an
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Eamp#e o' ,er'ormance In!icatorsEamp#e o' ,er'ormance In!icators
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K Inits rodu$ed
OutputOutput
K +Guiment downtime
TimeTime
K 5tems sold
K ew a$$ounts oened
K Produ$tivit(
K 5nventor( turnover
K +t$.
K Overtime
K Time to roe$t $omletionK Pro$essing time
K ?eair time
K #ost time da(s
K +t$
1
Eamp#e o' Har! In!icatorsEamp#e o' Har! In!icators
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K Init $osts
CostCost
K $ra
@ua#it$@ua#it$
K Caria!le $osts
K Overhead $osts
K Oerating $osts
K um!er o $ost redu$tion
K +t$.
K 6aste
K ?ee$tsK +rror rates
K ?ewor&
K Produ$t dee$ts
2
Eamp#e o' ,er'ormance Resu#tsEamp#e o' ,er'ormance Resu#ts
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KK %ome per'ormance resu#ts a'ter trainin proram)%ome per'ormance resu#ts a'ter trainin proram)
K $ra was redu$ed rom 11 L to ,.' LK 3!senteeism was redu$e rom , L to ".2* L
K The annual turnover rate was redu$ed rom "0 L
to 1 L
K #ost time a$$idents were redu$ed 9* L
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1. Iso#atin the E''ects o' Trainin1. Iso#atin the E''ects o' Trainin
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UsinUsin
Contro# GroupContro# Group
Tren!Tren!et o s toet o s to
Iso#ate the E''ectsIso#ate the E''ectso' Trainino' Trainin
7ines7ines
,articipants,articipants
EstimateEstimate
%uper"isors o'%uper"isors o'
,articipants,articipants
EstimateEstimate'T34M54Mira 6 7 %udi
Iso#atin the E''ects o' TraininIso#atin the E''ects o' Trainin
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UsinUsin
Contro#Contro#GroupGroup
K 3 $ontrol grou arrangement $an !e used to
isolate training ima$t.
K 6ith this strateg(D one grou re$eives trainingD
while anotherD similar grou does not re$eive
training.
K The dieren$e in the erorman$e o the twogrous is attri!uted to the training rogram.
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Iso#atin the E''ects o' TraininIso#atin the E''ects o' Trainin
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Tren!Tren!
7ines7ines
K Trend lines are used to roe$t the values o
se$ii$ outut varia!les i training had not !een
underta&en.
K The roe$tion is $omared to the a$tual data
ater trainingD and the dieren$e reresents the
estimate ima$t o training.
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3t the !eginning o
Ma(D a ales training
Program session was
held
o'%a#es
The difference
represents theestimate
impact of
trainin .
Actua# sa#es per'ormance
Jan 3eb &ar Apr Ju#Jun&a$ Au
to iso#ate the portion attribute! to trainin
K The a!/uste! impro"ement is no5 rea!$ 'or con"ersion to monetar$ "a#ues an! use! in
the return on in"estment
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-. Con"ertin +ata to &onetar$
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KK %teps to Con"ert +ata to &onetar$ al$ulate the $hange in erorman$e data
'. 8etermine an annual amount o $hange
*. >al$ulate the annual value o imrovement
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2. Tabu#atin Cost o' the ,roram2. Tabu#atin Cost o' the ,roram
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Tabu#atinTabu#atin
cost o' thecost o' the
proramproram
K Ta!ulating the $osts o the rogram targeted or the
?O5 $al$ulation.
K >ost inv$luding :
K 8esign and develo the rogram
K Program materials rovided to ea$h arti$iant
K The $ost or a$ilitator
K The a$ilities o the training rogram
K TravelD lodgingD and meal $osts or the
arti$iants
K alariesD lus emlo(ee !eneits o thearti$iants who attend the training
K 3dministrative and overhead $osts o the
training un$tion
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D. Ca#cu#ate The ROID. Ca#cu#ate The ROI
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Weeks after
training Trained Group Control Group
1 US$ 9,723 9,698
Post Training Data
$"erage ee&ly 'ales
An Eamp#e to I##ustrate ROI ana#$sisAn Eamp#e to I##ustrate ROI ana#$sis
2 9,978 9,720
3 10,424 9,812
13 13,690 11,572
14 11,491 9,683
15 11,044 10,092
Average for weeks 12,075 10,449
13, 14, 15
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An Eamp#e to I##ustrate ROI ana#$sisAn Eamp#e to I##ustrate ROI ana#$sis
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Data US$
Average weekly sales
Trained Group 12,075
Annua#i(e! ,roram Bene'its
,
Increase 1,626Profit Contribution from Training 2 % 32.50
(Training Impacts)
Total weekly improvement 1,495
(32.5 x 46 participants)
Total annual benefit 71,760
($ 1,495 x 48 weeks)
ote : )* participants +ere still in ,ob after # months,*T34M54Mira 6 7 %udi
An Eamp#e to I##ustrate ROI ana#$sisAn Eamp#e to I##ustrate ROI ana#$sis
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Cost US$
Facilitation fees 11,250
Program materials : $ 35 x 46 1,610
Cost %ummar$ ) An I##ustration
ROI =>)
,1D,0 ) 29D090
E 100J
,
Participant salaries plus benefit (35 %) 12,442Coordination and Evaluation 2,500
Total Cost 29,090
29D090
1' LJ
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Recommen!e! 3urther Rea!insRecommen!e! 3urther Rea!ins
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1. 8onald ir&atri$&D Evaluating Training Programs : The Four LevelsD %errett)
oehler Pu!lishers
2. =a$& =. Phillis and Patri$ia PhillisD In Action : Measuring Return n InvestmentD
3meri$an o$iet( or Training 7 8eveloment
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Terima KasihTerima Kasih
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