Phillips ROI Method for Training Evaluation Training Course

Course overview

Learning and development teams are increasingly asked to show more than attendance, satisfaction scores and knowledge-test results. Senior leaders want credible evidence that a leadership programme reduced turnover, a sales academy improved conversion, or a systems rollout shortened error-resolution time. Without a disciplined evaluation design, programme owners struggle to isolate training’s contribution, convert operational data into monetary value, and defend investment decisions when budgets are challenged.

This course teaches the Phillips ROI Methodology, extending the Kirkpatrick model through Levels 0 to 5: inputs, reaction and planned action, learning, application and impact, and return on investment. Participants learn to create an evaluation plan, define measurable business outcomes, select data sources, build baseline and comparison approaches, apply isolation techniques, convert benefits to monetary values, calculate ROI and benefit-cost ratio, and report results with appropriate caution. The course also addresses intangible benefits, data credibility, stakeholder roles and ethical reporting.

Instruction combines worked calculations, evaluation-design workshops, realistic L&D case studies and facilitator-led critique of participant plans. Participants use Excel-based ROI calculation models, survey instruments and impact-mapping templates to develop a practical evaluation plan for a current or proposed learning initiative. They leave with a completed Level 0–5 measurement framework, data-collection schedule, isolation strategy, benefits-conversion logic and executive-ready ROI reporting outline.

The course is suited to L&D professionals, HR analysts, programme managers and business partners who need to evaluate significant learning investments rather than simply administer post-course surveys. It is particularly valuable where training is linked to strategic change, productivity, compliance, leadership, customer service or technology adoption.

Course objectives

By the end of this course, participants will be able to:

• Construct a Phillips ROI evaluation plan covering Levels 0 through 5 for a defined learning programme
• Translate business needs into measurable impact measures, performance indicators and success targets
• Design reaction, learning, application and impact data-collection instruments using valid question structures
• Select and apply isolation methods including control groups, trend-line analysis, participant estimates and expert attribution
• Convert verified operational benefits into monetary values using cost, productivity and quality data
• Calculate benefit-cost ratio, ROI percentage and programme costs in an Excel-based ROI model
• Document intangible benefits, assumptions, limitations and confidence factors for transparent reporting
• Produce an executive ROI report and stakeholder communication plan that supports investment decisions

Benefits of attending

Target competencies

Who should attend

• Learning and Development Managers — who must demonstrate the business value of major learning investments
• Training Managers — who need a repeatable method for evaluating programmes beyond learner satisfaction
• HR Business Partners — who connect people interventions to operational and strategic performance measures
• Learning Analysts — who collect, analyse and present training performance data to decision-makers
• Talent Development Specialists — who design leadership, capability and succession programmes requiring evidence of impact
• Programme and Change Managers — who need to measure adoption and performance effects of training within change initiatives

Requirements and prerequisites

Participants should understand the basic purpose of training needs analysis, learning objectives and post-course evaluation, and should be comfortable working with percentages, averages and simple spreadsheet formulas. Familiarity with Kirkpatrick Levels 1 to 4 is useful but not essential; the course introduces the relationship between Kirkpatrick evaluation and the Phillips ROI Methodology. Bring a laptop with Microsoft Excel or equivalent spreadsheet software for calculation exercises. No prior finance qualification, statistical software, Power BI experience or previous ROI-study experience is required. Complete beginners should expect structured guidance through each calculation and evaluation-design decision.

Training methodology

The five-day programme uses short instructor-led explanations followed by guided application of the Phillips ROI Methodology. Participants work through a continuing case involving a business-critical learning intervention, building data-collection plans, isolating programme effects and calculating monetary benefits in Microsoft Excel. Small groups challenge each other’s assumptions, attribution methods and benefit-conversion choices. Facilitators review draft evaluation plans against practical constraints such as sponsor access, data availability and evaluation cost. The final day includes an application-planning workshop in which each participant prepares an ROI study blueprint for their own workplace.

Course outline

Day 1: Foundations of the Phillips ROI Methodology

• Business alignment and the case for training evaluation
• The Phillips ROI Methodology and its relationship to Kirkpatrick Levels 1 to 4
• Level 0 inputs and full programme cost categories
• Level 1 reaction, planned action and perceived relevance measures
• Level 2 learning measures for knowledge, skill and confidence
• Level 3 application measures and performance-support conditions
• Selecting programmes for ROI evaluation using value, visibility and risk criteria

Workshop: Participants assess a sample leadership programme and produce a Level 0–5 evaluation scope statement with priority measures.

Day 2: Evaluation Planning and Data Collection

• Impact mapping from learning objectives to operational performance measures
• Stakeholder analysis for sponsors, participants, line managers and finance partners
• Baseline data, target setting and measurement timing
• Level 1 and Level 2 survey and assessment design
• Level 3 follow-up questionnaires, manager observations and action plans
• Level 4 business-impact data sources and operational records
• Data-collection plans, sampling approaches and response-rate management

Workshop: Participants create a data-collection matrix and draft survey questions for a selected learning intervention.

Day 3: Isolating Training Impact

• The attribution problem in training evaluation
• Control groups and comparison-group design
• Trend-line analysis and forecasting methods
• Participant estimation with confidence adjustments
• Manager estimation and expert-panel attribution
• Customer input and operational-record analysis
• Triangulating evidence and documenting isolation assumptions

Workshop: Participants evaluate competing isolation methods in a sales-training case and produce an evidence-based attribution decision.

Day 4: Monetary Benefits and ROI Calculations

• Converting productivity gains into monetary value
• Valuing quality improvements, error reduction and rework avoidance
• Calculating turnover, absenteeism and time-saving benefits
• Identifying direct, indirect and opportunity programme costs
• Benefit-cost ratio and ROI percentage formulas
• Intangible benefits and why they are reported separately
• Excel ROI model construction and calculation checks

Workshop: Participants build an Excel ROI calculation model for a customer-service programme and produce a benefits-and-cost summary.

Day 5: Reporting Results and Applying the Method

• Interpreting ROI results, confidence factors and sensitivity analysis
• Avoiding common errors in benefit claims and cost allocation
• Executive ROI report structure and evidence trails
• Data visualisation for sponsors using charts and dashboard measures
• Recommendations for programme improvement and scale decisions
• Evaluation governance, ethics and data privacy considerations
• Workplace ROI study planning and implementation milestones

Workshop: Participants present an executive ROI report outline and complete a 90-day implementation plan for their own evaluation study.

Tools & standards covered

Microsoft Excel, Microsoft Power BI, SurveyMonkey, ISO 10015:2019

A typical training day

Live online deliveries follow the same structure in the East Africa Time zone, with shorter screen blocks and longer breaks.

What the fee includes

How you can take this course

Certification

Participants who complete the full five days receive the Skillset Development Certificate of Completion, stating the course title, course code, dates and delivery format — suitable for professional-development records and employer reimbursement.

Frequently asked questions