There has always been a tug of war between the HR professionals and their top managers to evaluate the effectiveness of training. "What is the benefit that our organizations will reap if investment is made in providing training to our employees?"is a question that every manager asks his/her HR counterpart. And the HR person answers this with a pinch of salt.

In this grotesquely cutthroat competitive era, is there any trainer who still believes that there is no need to calculate the Return on Investment (RoI) on training? Isn't it common for trainers to believe that RoI on training cannot be measured? Well, the truth istimes have changed. Gone are those days when evaluation of training ended with mere `satisfaction surveys' of the trainees. Today, Managers want to see concrete deliverables that significantly impact their company's bottom line through the training program.

There is no doubt that training makes significant contributions to corporate developments but the question is "by how much?" Doubts do arise over its measurement in practice. The training apparatus and costs have multiplied but trainers could not show its benefits in tangible terms.

Through this article we put an easy measurement tool to measure the RoI on training by anyone who wishes to measure it . Trainers have always neglected this process. This is perhaps because they did not like the idea of other people auditing what they do. Moreover, trainers also are not happy with the `subjective' and `qualitative' techniques that are usually used by companies.

Training, Development, HR Professionals, Managers, Effectiveness, Organizations, easy measurement tool, Trainers, subjective and Qualitative techniques, tangible terms, competitive era, Return on Investment (RoI), training program, satisfaction surveys, Managers, investment, HR counterpart, people auditing, corporate developments.