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Learning

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Learning Analytics How are we doing in leadership training? Training s Impact Good News & Bad News First the Good News 1. Top Training 100 companies ... – PowerPoint PPT presentation

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Title: Learning


1
  • Learning
  • Analytics

2
How are we doing in leadership training?
3
Trainings Impact Good News Bad News

4
First the Good News
  • 1. Top Training 100 companies
  • Training investment 4 of payroll
  • (Industry Average 2)
  • 92 Evaluate business impact to Level 4
  • (Industry Average
    11)
  • (Training magazine, March 2003)

5
Good News (continued)
  • 2. ASTD 3-year Study (576 Companies)
  • Impact of Training Investment on
  • Total Shareholder Return (TSR)
  • IMPACT ON TOTAL SHAREHOLDER RETURN
    (TSR)
  • FIRMS IN TOP HALF OF RANKING
  • - TSR 86 higher than firms in
    bottom half of ranking
  • - TSR 45 higher than SP 500
    firms

6
Now the Bad News
  • Most of your training
  • investment is wasted

7
International Perspectives on Learning and
PerformanceASTD, Robinson Robinson 1996
  • On average, less than 30 percent of what
    people learn
  • (in training) actually gets used on the job.

8
Transfer of TrainingBroad and Newstrom, 1992
  • "Most of the investment in organizational
    training...is wasted because most of the
    knowledge and skills gained...(well over 80
    percent by some estimates) is not fully
  • applied by those employees on the job.

9
Baldwin Ford, 1988Reconfirmed by Ford
Weinstein, 1997
  • American industries annually spend more than
    100 billion on trainingnot more than 10 of the
    expenditures actually result in transfer to the
    job."

10
Why?
  • Did learner understand managements expectations?
  • Was it the training?
  • Was it the instructor?
  • Lack of support on the job?
  • Lack of incentives to apply new skills?

11
We dont know what we dont know.
  • EVALUATION TRENDS
  • Level 1 gt 80
  • Level 2 lt 50
  • Level 3 9 17
  • Level 4 7
  • Level 5 5-10
  • 2002 ASTD State of the Industry

12
Why dont organizations evaluate more?
  • Its not a lack of interest or importance but
    rather a lack of tools and expertise.
  • The Time is Now
  • Josh Bersin, 2003

13
  • Training Analytics
  • Part of the trend to Enterprise-wide HR
    technologies

14
Learning Management Systems
  • Distribute elearning courseware
  • Register employees (ILT elearning)
  • Track - progress
  • - course completion
  • - scores
  • - employee learning path
  • - employee skill gaps

15
Top Reasons for LMS Purchase
  • 2001 Managing Classroom Logistics
  • 2002 Migration to eLearning

16

Survey, July 2003 9,000 Respondents
Why did you purchase your Learning Management
System (LMS)?




Learning Training Innovations (LTI) - Bersin
Associates
17
Training Analytics
18
Training Dashboard
19
All Courses
20
Leverage TechnologyData Collection
  • Data is collect evaluation data over the Web or
    via email
  • Stakeholders get realtime, online access to
    meaningful reports
  • Cost of learning measurement becomes pennies per
    learner
  • Time is saved in collection, processing and
    reporting to allow for diagnostics and continuous
    improvement
  • Use baseline measures from the system to
    determine where more detailed data analysis and
    learning measurement is needed

21
The Evaluation Flow
Data Reporting
Data Processing
Data Storage
Data Collection
  • Post Event Survey
  • Follow Up Survey
  • Manager Survey
  • Phillips ROI Input
  • Templates
  • Paper, web, email
  • LMS Integration
  • Hosted solution
  • Database creation
  • Central storage
  • Data security
  • Raw data access
  • Standard reports
  • Push email alerts
  • Phillips ROI report
  • Custom query
  • Custom reports
  • Analytical tools
  • Aggregating of data
  • Filtering of data
  • Convert to metrics
  • Because data collection, processing and reporting
    is automated, you have more time to analyze the
    data and turn it into actionable business
    intelligence to
  • Improve your learning programs
  • 2) Demonstrate value to your stakeholders

22
Data can be Collected at all Levels

23
Data Collection Tools
  • Post Test
  • Follow up
  • Lykert Scale
  • Learner Comments

24
Learning Levels Scorecard
Benchmark across the key performance indicators
on your evaluation forms that link back to the 5
levels of learning measurement. Compare the
actual performance to goals and to internal or
external benchmarks so you properly monitor using
a balanced scorecard approach.
25
Performance to Goals
26
Slice Dice
  • View Reaction, Learning,
  • Application, Business Results, ROI

By Training Program
By Internal Client
By Training Provider
By Location or Region
By Learning Event
27
Drill Down by Course, Vendor, Instructor,
Location
28
Which Vendors Provide Value?
29
Who Passed the Test?
30
Which Customers are Getting the Best Value?
31
Is Training Aligned to Business goals?
32
What Impact did the course have on the job?
33
What do managers think?
Managers can provide feedback on how the training
is impacting their employees.
34
Learner Comments by Course/Event
35
Learner Comments by Instructor
36
Phillips ROI Tool Set
37
What is ROI on My Training Investment?
The scorecard is a management tool to showcase
value to key stakeholders. This report shows
you each level of learning and the Key
Performance Indicators within each level. At
level five you actually produce quantitative ROI
metrics including Benefit to Cost
Ratio Payback Period ROI
38
Track Critical Measures
  • Ensure Regulatory Compliance
  • Professional Certifications
  • Safety Training

39
The Real Value Proposition
  • Fact-based, data driven insight into
  • the impact of your learning investments on
    business goals.

40
  • You cant manage what you dont measure
  • Peter Drucker

41
  • If youre not keeping score, its just
    practice.
  • DPR Construction
  • (Ranked 60)

  • Trainings Top 100

For More Information abailey_at_learning-designs.com
www.learning-designs.com (905) 823-3367
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