What gets measured gets done. In training and development, we have heard that statement for years, and it led us down some dark paths. True outcomes-based training comes down to four steps.
Truth be told, learning objectives are created for the training team, not the employee. There’s a better way to describe learning experiences that is employee-centric and performance-based.
Trepidation can hinder a team member’s willingness to be fully receptive to your solution, so it’s crucial to take steps to build excitement. Here are four ways you can move toward full employee buy-in for your training program.
Development maps can help employees and their managers make important career and development decisions. They help you, the learning leader, get a comprehensive view of learning and development at your organization.
Position learning as your organization’s critical enabler by realizing the measurable impact of learning outcomes and business outcomes that deliver a return on your investment.
This infographic compares and contrasts business and learning metrics side-by-side, creating a complete checklist of the metrics that matter.
Everyone can agree that learning is crucial to the success of any organization, yet learning and talent development professionals often fail to show that their efforts are directly improving the organization’s performance.
If the outcome isn’t defined and measured, the “how” doesn’t matter. When the destination is clearly defined, the need to work on the skills becomes apparent to all.