By providing a culture of continuous learning and awareness, you can manage cyber-risk, protect your assets and your employees, and create a more successful organization.
It’s been 100 years since the Industrial Revolution, and billions of dollars later, we still struggle to identify the forces and measurable outcomes of training. We have room to make a few giant steps toward making training measurement more of a science.
How do you prove training works? And, perhaps more importantly, how do you know which parts work better than others? The answers to those questions become clearer when you first answer some fundamental questions about the purpose of training.
O’Reilly, the premier source for insight-driven learning in technology and business, today announced a new way to measure the impact of learning across organizations.
Does training evaluation strike fear into your heart, creating anxiety because you feel uncertain about what to do or if what you’re doing is correct? It shouldn’t be that stressful.
Descriptive metrics don’t inform us of the value of those activities. If we are going to use analytics to improve our performance, we need to know which data points are valuable – both as positive and negative examples.
We must do our best to understand the root causes of training requests in order to realize our impact on the business in behavior changes and, ultimately, some form of return on investment.