Return on Expectations (ROE) model aims to define the expectations of the outcomes of a training by meeting the strategic objectives. If you are a professional with training responsibilities then it is imperative to have knowledge in Return on Expectations (ROE) alongside Return on Investment (ROI). Imparting training based on planning and delivery is not enough, it must comprise Return on Expectations (ROE). ROE measures the success of a training program by looking into factors like whether the training has met its objectives, improved employee motivation and performance after they completed the program.
Return on Expectations (ROE) Model
Dr Jim and Wendy Kirkpatrick developed Return on Expectations (ROE) model almost a decade back when they created the New World Kirkpatrick Model. It creates greater value for organizations and has been a holistic measurement of all of the benefits (both qualitative and quantitative) realized from a formal training program. The 4 Levels were designed to develop a plan to create an effective program and evaluation methodology but most organizations put emphasis on the designing, developing and delivering training i.e. Level 1 and Level 2, spending hardly any time on the follow-up activities that help to translate into positive behaviour change and achieving the subsequent results i.e. Level 3 and Level 4 that are expected of the training programs. There is no hard and fast rule to measure Return on Expectations (ROE) and it is extremely important to focus on defining expectations and developing objectives that link to meaningful business measures.
Understanding Client Needs
It is one of the major concerns of Learning and Development professionals to demonstrate the value or return created by undertaking training because Return on Expectations (ROE) measures the success of a training program based on the change or improvement in employee performance. ROE aids in measuring the efficaciousness of a training program on overall profitability. Learning & Development professionals must have a better understanding of the organization and stakeholder expectations that they are able to develop learning outcomes that can build competency at a task. They also need to have a foolproof plan in place and build strategic bridges with team managers and senior leaders. Apart from this it is essential to understand the work environment, determine the critical behaviors needed on the job and to build a package of coaching, mentoring and tools and checklists that will provide post training on the job support.
Collaboration with Stakeholders
Return on Expectations create greater value for organizations because ROE is designed, developed and delivered in collaboration with those stakeholders who determine the value of the training. The Kirkpatrick Foundational Principles are the underpinning for building this partnership with the business stakeholders. The Principles are:
- The end leads to the beginning.
- ROE is the true value indicator.
- Business partnership is imperative for ROE success.
- Value must be created before it can be presented.
- Effectiveness of training must be evaluated.
So, it’s time you start thinking about the current training programs and how L&D professionals can design the strategies and measure the success post-implementation.
References
Tieger Herb, (2018, November 28). Return on Expectations vs. Return on Investment. https://clarityconsultants.com/blog/return-on-expectations-vs-return-on-investment/
Partnerships GMD, (2020, April 04). How Does Return On Expectations ROE For Learning Development Programs Create Greater Value For Organisations Than Return On Investment ROI. https://gmdpartnerships.co.nz/blog/how-does-return-on-expectations-roe-for-learning-development-programs-create-greater-value-for-organisations-than-return-on-investment-roi
Return on investment vs return on expectation: Analysing the true value of your training. https://learningpool.com/return-on-investment-vs-return-on-expectation-analysing-the-true-value-of-your-training/
Written By : Dr Sanjib Chakraborty