Investing in learning and development (L&D) has never been more critical or challenging, as skill requirements rapidly evolve and employees who don’t feel as though their skills are being utilized are more likely to look for another job.
In the training industry, we concentrate a lot on the visible “performance enhancers” that make us better and more prepared than our peers, but we often lose sight of the “performance distractors” that can be just as critical to successful...
If you’re able to bring your training program out of the world of theory and into the realities of what data and evaluation can offer, you’ll be able to successfully evaluate your L&D project and make conclusions to help drive business decisions.
Use this planner as you develop each training program and course so you keep evaluation top-of-mind and, therefore, easier to gauge after completion.
Calculating the business impact of customer education programs has proven to be a difficult task. Studies suggest that the current methodologies used to provide evidence of the business impact of all educational programs are lacking.
It’s been almost 60 years since Donald Kirkpatrick created his four-level training evaluation model. Despite their best efforts, few organizations have been able to reach the holy grail of learning – level 4 (the effect on the business).