Measuring Workplace Learning Impact
Get the most out of workplace learning programs by ensuring that impact measurement is taken into account from the beginning; Ezra discusses the importance of goal setting and tracking in order to properly understand the ROI of staff development initiatives.
Free White Paper
Ezra discusses how to get the most out of workplace learning programs by ensuring that impact measurement is taken into account from the beginning.
Workplace learning is not only a great way to disseminate necessary training and information, but also to develop your staff and improve your business. Training without tracking the analytics from it however is pointless, and unlikely to help you achieve your long-term aims.
ROI is not just numbers on a page – the business impact comes through the application of learned knowledge, the improvement of skills, and the engagement of your teams.
A commonly used example is the Kirkpatrick Model of Evaluation:
- Reaction – how the participants react to the learning itself (e.g., via feedback).
- Learning – has the training been understood, an increase in knowledge/skills, etc.
- Behavior – is the learning being used in the workplace.
- Results – has the material had a positive impact on the business.
Whatever model you use, the critical thing to remember is that you are not just measuring outcomes, you are actively designing to maximize for them.
Why should program leaders care about tracking learning and development?
- You need some hard ROI numbers to prove to upper management that learning is a good investment.
- You’re building or redesigning your learning culture and need to track how effectively it’s being implemented.
- You need to ensure that mandatory training is being completed.
- You want to understand performance and engagement with regards to specific individuals and/or departments.
For companies that do not measure the business impact of L&D:
- 75% spend less on training
- 46% predict L&D budget decreases
- 54% felt that their organization does not prioritize learning
- 76% believed that their department performs at a lower level than their competitors
A good approach is to work back from business objectives. Companies may start by having an objective like “sell more of product X” which in turn leads to the question of why product X is not selling more, which could be any number of things!
- salesperson confidence?
- non-competitive pricing?
- lack of functionality?
- poor market reputation?
In this case, simply training sales teams won’t actually be the critical solution for the needed goal.
What then to track for learning analytics? Good metrics to consider include
- adoption / completion rate
- learner feedback
- learner surveys
This can be handled in a variety of ways, from learning/training management systems (LMS/TMS) to data dashboards, xAPI or relatively simple survey tools.
It is critically important for everyone involved to know what the aims are for any learning and development program; understanding the end goal will ensure trainers or program designers teach with the correct focus, learners appreciate the value of what they’re working towards, and the organization is clear on how to measure success.
Ezra has redesigned leadership coaching for the digital age to transform your company’s workforce through affordable, scalable and high-impact solutions that promote equitable access through our world-class coaching app. Find out today how everyone can be better through digital coaching.