how-to · evidence-based answer
How do I measure the ROI of a training program?
The short answer
Chain the evidence through the Kirkpatrick levels — reaction, learning, behavior, results — and, when a credible ROI claim is required, extend to Phillips' Level 5: convert results to money, subtract fully loaded program costs, and isolate the program's effect from everything else that changed. The isolation step is the discipline; a smile sheet plus a revenue chart is attribution by assertion.
The problem underneath
Training is evaluated with smile sheets while claiming business impact; the Kirkpatrick levels plus Phillips' ROI extension exist precisely to chain reaction → learning → behavior → results → ROI, isolating program effects instead of attributing by assertion.
The evidence
- Eight research arcs spanning behavioral science → analytics craft
- The AI × people-analytics capability encyclopedia
- 40+ citation-grade insight cards
- The translated corpus
- The source-graded, citation-verified organizational-science registry
- Effect-size / validity findings
Every claim on this site traces to a graded source — see the proof graph.
Go deeper
Related questions
- What are the Kirkpatrick model and the Phillips ROI methodology for training evaluation?
- How do I prove a leadership development program actually worked?