When
it comes to human capital, we often make measurement systems more complicated
than necessary and, as a result, end up with data that shed little light on where
the initiative truly stands and what move should be next.
The best practitioners in the training measurement services field have learned not only
measure and target what matters most to their key stakeholders…not to assume
they know what the constituents want and not to assume they know how the results
should be presented.
Our
advice? Be sure you know what really matters to those who sponsor the
assessment and how it relates to the business strategy. Do they want hard
numbers on revenue growth or are they more interested in finding out how much of
an effect development programs have on employee engagement? As well, be sure
you confirm the most effective way to present the data. Do they want graphs
that highlight the main points or would they value a detailed breakdown of the
numbers and statistics behind the recommendations?
Ask
the critical questions of your stakeholders before you launch your measurement
effort and customize the approach to the specific situation.
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