Impact Evaluation in TD&E: Limits of ROI Against Investment Alternatives

Abstract

This theoretical essay examines impact evaluation in Training, Development and Education (TD&E) as support for organisational decisions. Based on established evaluation models and Mincer’s human capital approach, it proposes indicators such as time to proficiency, application rate and productivity variation, which allow results to be measured over time and compared across programmes. Return on investment (ROI) is treated as a consequence of measurement quality rather than as a design in itself. The accounting treatment of training under CPC 04 (R1)/IAS 38 is examined, highlighting the asymmetry between immediate recognition as expense and benefits that extend beyond the reporting period. As a conditional proposition, selected TD&E outlays may be recognised as an intangible asset only when identifiability, control, probable future economic benefits and reliable measurement are all met; otherwise expenditure should be recognised in profit or loss. The accounting angle remains ancillary to the decision problem in work and organisational psychology, since accounting reflects evidence generated by evaluation. It concludes that the dissemination of evaluation methodologies strengthens competitiveness and legitimises investment in TD&E.