Cover -- Copyright -- CONTENTS -- Foreword -- About the authors -- Preface -- Chapter 1: The Need For Roi In Training -- Demystifying ROI -- Why do people resist ROI? -- Reasons for ROI -- Examples of ROI measurements -- Pitfalls to avoid -- Guidelines for implementing ROI -- Outline of the book -- How to use this book -- Conclusion: Chapter 1 -- Chapter 2: Competency Analysis linked to Business PerformanceManagement -- Performance management process -- Step 1: Determine what data needs to be collected to conducta gap analysis and assess competence -- Time spent on measuring performance management as part .......of the process of calculating the ROI in training -- Training process sequence -- Why do we need to train people? -- Learning aligned to the principles of the South AfricanQualifications Authority (SAQA) Act and the Skills DevelopmentAct -- Objectives of the NQF -- Competency analysis -- The critical cross-field outcomes -- Emotional intelligence (quotient) (EQ) and the criticalcross-field outcomes -- Step 2: Identify the key performance indicators and the interpersonalskills of the job -- Step 3: Attach a weighting to the competencies -- Criteria for the weighting of the key performance indicators -- Step 4: Determine the outputs to be delivered -- Link outputs to the balanced score card (BSC) -- How do we define the balanced score card? -- Customer perspective -- Internal perspective -- Learning and growth perspective -- Financial perspective -- The scorecards are combined to measure individual,departmental and the business unit's performance -- Step 5: Identify unit standards and link assessment criteria tooutput -- Performance management and unit standards -- Step 6: Determine the time needed to accomplishcompetence -- How to calculate time -- Step 7: Complete the performance documents -- Step 8: Performance review meeting.

360-degree multi-rater feedback -- Best practice suggestions -- Multi-rater checklist -- Perform a gap analysis by comparing the actual to therequired competency level -- Point scale according to organisational levels -- Step 9: Complete the skills development matrix -- Checklist upon completion of the performance managementprocess -- Conclusion: Chapter 2 -- Chapter 3: Implementing Skills Development Initiatives -- Skills implementation process -- Step 1: Collate the results from the performance managementprocess and skills audit -- Step 2: Align these competencies to organisational strategies -- Step 3: Select learning material aligned to the principles of theNQF -- (a) Competence -- (b) Unit standards -- - Knowledge -- - Skills -- - Behaviour/Personal expression -- (c) Allocation of credits -- (d) Applied competence -- Step 4: Decide whether internal or external material will beused -- Step 5: Identify level descriptors when selecting material -- Step 6: Ensure the learning material covers the unit-standardcriteria -- Step 7: Use the information on the WSP and annual trainingreport (ATR) to calculate the ROI and estimate the budget for thefollowing year -- Conclusion: Chapter 3 -- Chapter 4: Assessment on pre- and post-performance -- Why use assessment as a measurement to determinecompetence? -- What is assessment? -- What is the assessment of competence? -- What is competence? -- Pre- and post-assessment process flow -- Using assessment to perform a gap analysis -- Assessment methods -- All evidence collected should comply with the 'VACS' criteria -- Assessment tools -- Behaviour observation -- Learning assignments -- Feedback questionnaires -- Work output records -- Portfolio of evidence (POE) -- Guidelines for assessment -- Conclusion: Chapter 4 -- Chapter 5 Calculating ROI -- Overview of the ROI spreadsheet -- 1) Summary worksheet.

2) Input assumptions worksheet -- 3) Gap-analysis cost worksheet -- 4) Design and development cost worksheet -- Section 1 -- Section 2 -- Section 3 -- 5) Facilitation and delegate costs worksheet -- 6) Assessment cost worksheet -- 7) Evaluation worksheet -- 8) Fixed cost worksheet -- 9) Cost-benefit worksheet -- 10)Cash-flow worksheet -- Conclusion: Chapter 5 -- Chapter 6: Evaluating the ROI impact on training -- Measurement and evaluation -- ROI report -- ROI implementation process -- Step 1: ROI awareness -- Step 2: Strategic ROI planning -- Step 3: GAP/performance analysis -- Step 4: Training plan/workplace skills plan -- Step 5: Determine the cost of learning -- Step 6: Conduct training -- Step 7: Assessment of learning -- Step 8: Calculate ROI -- Step 9: Evaluate training impact -- Step 10: Communicate ROI results -- Step 11: Develop and implement the training improvementplan -- The ROI review checklist -- Summary -- The way forward -- Conclusion: Chapter 6 -- Appendix: ROI resources -- ROI spreadsheet - small -- ROI spreadsheet - medium -- ROI spreadsheet - large -- ROI consolidation -- Frequently asked questions about ROI -- ROI internet resources -- Bibliography -- Glossary -- Index.