HOW DO YOU MEASURE ROI ACHIEVE THE TARGET SETTING ON PEOPLE DEVELOPMENT

How is big the investment in human resources must be done to achieve sustainable growth performance, is a problem that always faced by the entire organization, when setting performance targets that must be achieved. Failure to set the Return of Investment always occurs at the time of implementation of human resource development program, which is caused by: 1. Error when analyzing human resource development program is needed 2. Errors in defining the need for development programs (training need) 3. Austerity after it determines the provider that will host the program 4. Inconsistencies organized program, or doing a forced alignment so that the program becomes out of

sync 5. The program is built not from the creation provider or trainer who will organize, or the program is not

copied from others Overview Return of Investment (ROI) on People Development is an attempt to provide an explanation for the profitability that are tailored to the size of the investments related to investment in human resource development expected returns on the money invested. The amount of investment in people development is calculated from the costs which consist of materials, preparation for implementation, honor participants at the program, including the benefits, costs speakers, travel, accommodation and administration training departments. Through the return of investment in people development programs, such as: 1. The direct effect of organizing training 2. The amount of data that can be valued in money 3. Determination of the value of training (development program) and the amount of refund money

received 4. Identification of tangible benefits Objective 1. Get a real value in a number of investments in people development program 2. Determine the period (a period) can achieve a return on investment 3. Determine the magnitude of the increase in the productivity of human resources, after undergoing

floating 4. Determining the right employees to undergo organizational function 5. Determine the human resources necessary to get the attention of management

6. Determining the level of employee loyalty to the organization, and measure its involvement in the

organization's strategic objectives 7. Improve individual performance and profits for the organization through the individual's belief in

careers paths within the organization You will get 1. ROI analysis, best practice for training needs analysis. 2. Approach on developing benefits and cost enhances accuracy and credibility. 3. Comparing ROI with other financial returns. 4. Organization engagement in developing the return. 5. Case studies benchmarking program to move forward, and documenting ROI evaluation. Training Methods Transformation of knowledge, skills, and experience through tutoring, discussions, case studies activities, practices and simulations. Consultant Setiono Winardi, SH., MBA He is a Trainer who has more than ten (10) years, in bringing the training, mentoring, and coaching in Indonesia and several countries abroad in various companies and has received recognition from various organization and international agencies, as the best instructor. Contact The Performance Academy telephone + 62-821-1155-6660, email performance.academy99@gmail.com, Ms., Ziezie Sahib, to get further information.