Title: Learning
1 2How are we doing in leadership training?
3Trainings Impact Good News Bad News
4First 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)
5Good 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 -
6Now the Bad News
- Most of your training
- investment is wasted
7International 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.
8Transfer 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.
9Baldwin 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."
10Why?
- 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?
11We 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
12Why 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
14Learning Management Systems
- Distribute elearning courseware
- Register employees (ILT elearning)
- Track - progress
- - course completion
- - scores
- - employee learning path
- - employee skill gaps
15Top 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
17Training Analytics
18Training Dashboard
19All Courses
20Leverage 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
21The 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
22Data can be Collected at all Levels
23Data Collection Tools
- Lykert Scale
- Learner Comments
24Learning 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.
25Performance to Goals
26Slice Dice
- View Reaction, Learning,
- Application, Business Results, ROI
By Training Program
By Internal Client
By Training Provider
By Location or Region
By Learning Event
27Drill Down by Course, Vendor, Instructor,
Location
28Which Vendors Provide Value?
29Who Passed the Test?
30Which Customers are Getting the Best Value?
31Is Training Aligned to Business goals?
32What Impact did the course have on the job?
33What do managers think?
Managers can provide feedback on how the training
is impacting their employees.
34Learner Comments by Course/Event
35Learner Comments by Instructor
36Phillips ROI Tool Set
37What 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
38Track Critical Measures
- Ensure Regulatory Compliance
- Professional Certifications
- Safety Training
39The 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