How do we sort through all the training options and pick the one that we think will be the most effective? How do we screen all our options? Shouldn’t we look for the observable evidence that training improved something for participants?
It’s 2020, and the internet is abuzz with talk of the future of work. Most of the people “in the know” are talking about AI and soft skills. However, in order to know what we should focus on when it comes to training content, we need data.
In training, video is not just about imparting knowledge but about imparting it in a simple and engaging format. The expected outcome is not views, likes or shares; it’s a change in behavior or an improvement in performance.
Onboarding is an area that’s ripe for the measurement of training effectiveness. Much has been written about measuring onboarding training effectiveness, but these articles typically recommend high-level measures, such as turnover rates.
When it comes to ROI, it’s best to start small, with one business function; isolate the impact of training on a set of performance indicators; report your business results; and then watch how interested others will be to run a similar ROI calculation.
As an L&D professional, you know how important training initiatives are to your company. You’ve seen the meaningful difference they make in the lives of the employees and to the company’s bottom line. But not everyone shares that viewpoint.
Results measurement (in particular measuring business impact, or level 4 of the Kirkpatrick Model) is the holy grail of any industry — including training.