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ROI Impact Training Series

  • 06 Apr 2017
  • 07 Dec 2017
  • 4 sessions
  • 06 Apr 2017, 5:15 PM 7:15 PM (EDT)
  • 22 Jun 2017, 5:15 PM 7:15 PM (EDT)
  • 14 Sep 2017, 5:15 PM 7:15 PM (EDT)
  • 07 Dec 2017, 5:15 PM 7:15 PM (EST)
  • NCSU, Poe Hall, Room 120, 2310 Stinson Dr, Raleigh, NC 27695
  • 6


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ROI Impact Training Series

Research shows that 60-90% of all training efforts yield no discernible business result.  And yet the education and training variable has been named as the most significant predictor of an organization's success as compared to price-to-earning ratios, price-to-book statistics, and measures of risk and volatility.

Join us as Katy Caselli leads us in this 4 part series of discussions surrounding ROI.  Katy Caselli has been in professional training roles for large, global organizations for 18 years and has experience in solving complex organizational problems through excellent people systems and solutions. Certified in Change Management, 360 Feedback, Myers-Briggs Type Indicator, Instructional design and a Certified Technical Trainer (CTT+), Katy has used this skill and knowledge extensively in organizations to both lift the overall workforce skill levels and to apply learning solutions for specific problem areas, resulting in positive changes to the business and short time-frame return on investment. Katy Caselli has her master's degree in industrial/ organizational psychology and uses it to frame hiring and on-boarding systems that are effective and compliant. She is the author of Building Giants: A Proven System to Transform Your Workforce Through Effective Training. A constant learner, Katy's current hobbies include stained glass, kayaking and photography.

This course introduces a strategic model that prevents training failures, and in fact, accelerates learning and skill building in organizations. An interactive- workshop style class.

Part 1- Needs Analysis- The Driver of All Impact (two hours)                 

Learner Objectives:

  • Use a proven model to develop and execute a goal-driven training plan and make results transparently impactful, measuring the return on investment.
  • Take a business approach to solve top organizational issues with targeted training that first seeks to improve the bottom line.
  • Analyze current behavior in comparison with those needed to reach business goals.  Determine skills and abilities needed to change behavior to bring about business goals.

Part 2- Elements of an Impactful Training Session (Two hours)

Training is often the event that organizational leaders pin their hopes on.  But it is not enough to be a well-informed Subject Matter Expert or Instructor, or to book a professional trainer who has great reviews.  Rather, organizations get better results when they require key elements in training classes, using adult learning principles, and accountability to evaluate learning. Training professionals are the key conduit to drive these requirements for high impact training

Learner Objectives:

  •  Plan for high standards of impactful training and measure its effectiveness.
  • Partner with Subject Matter Experts/Instructors to design engaging training, with participant action that is observable and action-orientated. 
  • Discuss with instructors the reasons why “Death by PowerPoint” is not an option as a training approach.
  • Form early partnerships with leaders and instructors to ensure transfer of learning to the job.

Part 3-  New Behaviors-Transferring New Skills From the Classroom to the Job (Two hours)

Training fails at a high rate at the point when students leave the classroom. Research shows that 70% of all students will attempt to use new skills and then go back to old behaviors a short time later. *** Human Resources professionals are the key partners in the business to help organizational learners and leaders to use new skills and change behaviors in the job. 

Learner Objectives:

  • Partner with Subject Matter Experts/Instructors to design impactful transfer strategies that reflect the new behaviors needed in the job.
  •  Check transfer strategies with alignment to business needs.
  •  Investigate and remove obstacles to using learned behavior when possible
  • Maintain strong partnerships and help reinforce, reward and make visible the use of new behaviors

Part 4-  ROI/ Performance Evaluation and Learning Culture- Setting Expectations for Change       

Part of the reason why training fails at a high rate, is that students are not held accountable to change their behavior. In fact, learning goals can be as impactful to a business as simple task related goals. This section of the course teaches workforce development skills that impact the business with enhanced engagement and individual growth. Human Resources Professionals learn how accountability for students (and Leaders!) can lead to a culture of learning, a strong leadership pipeline, healthy succession plans and increased employee engagement.

Learner Objectives:

  •  Use performance management to drive skill building by linking accountability to learning outcomes.
  • Design other rewards systems so that they help drive workforce learning.
  • Recognize and modify scenarios where learning is inhibited and make small changes to introduce rewards instead.
  • Use learning activities as a way to engage employees, making a favorable impact on employee retention, internal promotions and productivity.

Riddick Lot near Poe Hall. Parking is Free after 5pm.

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