The idea of training measurement has plagued many a learning and development department for some time and there is a long list of excuses for not doing it. Here are a few of our favorites...
- It is difficult to measure because changes in behavior occur over time and are hard to quantify.
- We don’t understand metrics because we focus on people, not numbers.
- Training is inherently valuable and should not be subject to strict ROI figures.
- Training shows our employees that we care.
But, you know what? It doesn’t matter.
The over-riding reason to measure training is to create accountability, inform coaching and learn what works and what does not work for your specific industry, strategy, culture and target audience. If you want to outperform your competition, you cannot operate simply according to what “feels” right.
Just get started. You may not get totally accurate numbers at first but you WILL be directionally accurate. The key is that you will learn as you go and your training and performance coaching will improve…it will be more relevant, deal with real business issues, and have true business impact.
Learn more at: http://www.lsaglobal.com/training-measurement/
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