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ROI Methodology:

What Is It and Why Is It Important to Evaluate Workforce Capability Mysteries

I mentioned in my last two articles of this three-part series that the purpose of the Institute pillar of my organization is to share the results of my on-going performance improvement research that you can apply at your organization.  I want to equip you with evidence-driven, practice-proven principles and practices that produce the organization and workforce results you expect to remain competitive today and tomorrow.  There are too many fads and canards floating around that sound great but change nothing.  Nobody has the spare capital to confuse activity with productivity.  When we invest scarce resources into performance improvement initiatives, we expect the worthwhile operational results.  We want our investments to produce worthy performance that generates a positive financial return on our investment, or ROI.

My first article explained how we help organizations use big data analytics to discover hidden work practices that are costing your company money without you knowing it.  My second article explained how we use Human Performance Engineering to diagnose the big data analytics revelations from a systemic perspective and design a holistic performance improvement solution to ensure you are investing in the right solutions.  This third article discusses how we use the ROI MethodologyTM to measure and evaluate the results of our performance improvement solution up to the impact and ROI levels.

What is the ROI Methodology? 

The ROI Methodology is a comprehensive measurement and evaluation process that collects six types of measures:

  1. Reaction and Planned Action
  2. Learning and Confidence
  3. Application and Implementation
  4. Business Impact
  5. Return on Investment
  6. Intangible Measures

It is a balanced measurement approach that collects and evaluates both quantitative and qualitative data at different times during the program, project, or solution implementation phase.  It also includes techniques to isolate the effects of your program, project, or solution to answer the question, how do we know the results you are claiming are the direct results of your effort and not due to something else?

The ROI Methodology was developed by Dr Jack Phillips in the 1970s.  Jack has refined his methodology through application and use in the 1980s and implementation globally during the 1990.  Today over 5,000 organizations around the globe use this measurement and evaluation methodology, to include the United Nations.  Jack also published the first USA book on training evaluation in 1983.  Since then, he has written over 75 books on this subject along with his wife, Dr Patti Phillips.