Management and Leadership Qualifications- Are they really Cost Effective?- Richard Staszkiewicz

1. Are they really cost effective?

2. Kirkpatrick’s four levels of training
evaluation
 Level 1 – Reaction of delegate – the “happy sheets”
 Level 2 – Learning – increase in knowledge or capability
 Level 3 – Behaviour – extent of behaviour and capability
improvement
 Level 4 – Results – the effect on the business
Donald L Kirkpatrick and James D Kirkpatrick, Evaluating Training
Programs. Third Edition, Berrett-Koehler Publishers Inc., 2006

3. What does cost effective mean?
 Calculate the cost of the training intervention in
financial terms
 Calculate the benefit of the training intervention in
financial terms (Kirkpatrick’s Level 4)
 If the benefit is higher than the cost, the training
intervention is cost-effective

4. The cost of the training
intervention in financial terms
Example – a one day workshop for 10 people called,
“Running Effective Meetings”

5. The benefit of the training
intervention in financial terms
 Morale?
 Better outcomes?
 10 people each attending 24 meetings a year with 8
people in each. Their influence on the meetings
means that each meeting is shortened by a quarter of
an hour (average pay rate per each person is £16 per
hour)
 Cost saving = 10 x 24 x 8 x £16/4 = £7,680

6. NHS Application - Keeping body and soul
together: why NHS teamwork is critical to
patient outcomes
“One of the most striking findings to emerge from their
latest analysis is that the very best predictor of patient
mortality is the percentage of staff working in well-
structured teams”
Professor Michael West, Professor of Organisational Psychology,
Lancaster University Management School