Increasingly, organizations and individuals are being asked to justify people solutions with hard data. Because organizations have limited resources, face continuous pressure to cut costs, and must do more with less, this trend is likely to continue. If you haven't been asked to measure training and prove the return on investment (ROI), get ready – especially if you are becoming a true partner to business units that are responsible for driving the top and bottom lines.
Based upon Dr. Donald Kirkpatrick’s levels of training evaluation, organizations generally look at 5 levels of evaluation. Each level of training measurement is dependent on the previous level.
Read the Whitepaper
Monday, November 2, 2009
Friday, May 1, 2009
If Training is NOT a Popularity Contest, Why Do We Keep Treating It Like One?
"People really like it. We have waiting lists! Our workshops are very popular. We're really happy."
Unfortunately, "popularity" is one of the most common answers we get to justify training investments and approaches from Training and HR Departments.
But popularity as a training measurement tool is about as effective as tracking hours trained, dollars spent, people trained, courses offered, subjects covered, modalities used, and the look and feel of the workbooks.
Unfortunately, "popularity" is one of the most common answers we get to justify training investments and approaches from Training and HR Departments.
But popularity as a training measurement tool is about as effective as tracking hours trained, dollars spent, people trained, courses offered, subjects covered, modalities used, and the look and feel of the workbooks.
Wednesday, April 1, 2009
Is Your Training a Perfect 10? Should You Care?
What would happen if the Olympics used training's most prevalent approach to scoring?
In addition to creating some interesting arguments, Nadia's perfect 10 would probably turn into something similar to:
In addition to creating some interesting arguments, Nadia's perfect 10 would probably turn into something similar to:
- "I think she did pretty well. Very entertaining."
- "I'd recommend watching her again."
- "While I liked it, I wish her routine was my more applicable to my specific job."
While it sounds crazy in this context, thousands of organizations continue to allow training to be the least measured and most ineffective process in business.
Based on over 600 measurement projects for Fortune 1000 companies around the world, we know that training measurement can now be done both efficiently and effectively.
Done right, training measurement will:
- Quantify business impact
- Drive focus and accountability
- Provide specific feedback for coaching
- Support employee retention initiatives
Read up on training measurement done right...
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