Developing a Return on Investment (ROI) Model in Training and Improving Human Resources (Case study: Tehran Municipality)

The purpose of this study was to present a return on investment on training and improvement of human resources.

The research method was applied in terms of purpose and terms of an exploratory sequential mixed one. The statistical population in the qualitative part of the study was managers and experts of Tehran municipality who were selected as a snowball and purposeful sampling. The statistical population in the quantitative section consisted of Tehran municipality’s managers who were selected using Cochran formula and stratified random sampling. To determine the face, content, and construct validity were used and to determine the validity, and to determine reliability, Cronbach's alpha and composite reliability were used, all of which were confirmed. In a small part, factor analysis tests and structural equation modeling and T - group tests were used.

The findings showed that the components of organizational culture, leadership, professional competence were identified as effective factors on job satisfaction, organizational development, and job performance. Also, the components of the design or curriculum, data collection, disaggregation of program impacts, monetary data conversion, and program cost list, return on investment rate calculation, intangible benefits identification, and reporting were introduced as constituents.

Therefore, one of the most important factors in this regard is the attention to the Return on Investment (ROI) as an important model in evaluating the effectiveness of training and improving human resources.