Measuring the Effectiveness of Training - Myth or Reality?

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The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.

However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.

This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.

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Measuring the Effectiveness of Training - Myth or Reality?

  1. 1. 2 Aug 2013 PMG Meeting, Singapore Measuring the effectiveness of training – myth or reality?
  2. 2. What is EFFECTIVENESS of training?
  3. 3. What are some key CHALLENGES in organization training?
  4. 4. Program design is not always linked to business objectives Training may not be addressing the key needs of the organisation Implication
  5. 5. Lack of effective post-training follow up, reinforcement and measurement Training effectiveness cannot be measured Implications Learning design cannot be adjusted in real time Performance gap not closed in time
  6. 6. Participants are not clear about the business goals and strategic initiatives of the company Transfer of learning to the job may not happen Implication
  7. 7. You cannot manage what you cannot measure! ” “
  8. 8. The KIRPATRICK model for evaluation
  9. 9. The Kirkpatrick Model for training evaluation
  10. 10. Reaction The Kirkpatrick Model for training evaluation Smile sheet Feedback form To what degree participants react favourably to the learning event Level 1
  11. 11. LearningReaction The Kirkpatrick Model for training evaluation Pre/Post test Performance test Smile sheet Feedback form To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 2Level 1
  12. 12. BehaviourLearningReaction The Kirkpatrick Model for training evaluation Superior f/back Behaviour obs. Pre/Post test Performance test Smile sheet Feedback form To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 3Level 2Level 1
  13. 13. ResultsBehaviourLearningReaction The Kirkpatrick Model for training evaluation % increase in sales, profits etc. Superior f/back Behaviour obs. Pre/Post test Performance test Smile sheet Feedback form To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1
  14. 14. ResultsBehaviourLearningReaction The Kirkpatrick Model for training evaluation % increase in sales, profits etc. Superior f/back Behaviour obs. Pre/Post test Performance test Smile sheet Feedback form To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 Easy to implement Usually done
  15. 15. ResultsBehaviourLearningReaction The Kirkpatrick Model for training evaluation % increase in sales, profits etc. Superior f/back Behaviour obs. Pre/Post test Performance test Smile sheet Feedback form To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 Difficult to implement Not usually done Easy to implement Usually done
  16. 16. How can this be IMPLEMENTED
  17. 17. How can this be IMPLEMENTED (easily)?
  18. 18. Start TNA with the end in mind – what are the organisation’s business goals 1
  19. 19. Translate business goals into indicators or metrics for departments and individuals 2
  20. 20. Identify the specific actions and behaviours that can positively impact the business goals 3 Actions and behaviours must be measurable
  21. 21. Write learning objectives that can be drivers for these actions and behaviours 4
  22. 22. Build post-training activities during program design 5 Only 15% of what is learned during training will be applied on the job if it is not reinforced and monitored. - Research by Robert Brinkerhoff
  23. 23. ResultsBehaviourLearningReaction Starting with the end in mind To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1
  24. 24. ResultsBehaviourLearningReaction Starting with the end in mind To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 “Start with the end in mind” “Identify indicators and behaviours” “Design post training activities with program design and evaluation”
  25. 25. ResultsBehaviourLearningReaction Starting with the end in mind To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 1 “Start with the end in mind” “Identify indicators and behaviours” “Design post training activities with program design and evaluation”
  26. 26. ResultsBehaviourLearningReaction Starting with the end in mind To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 12 3 “Start with the end in mind” “Identify indicators and behaviours” “Design post training activities with program design and evaluation”
  27. 27. ResultsBehaviourLearningReaction Starting with the end in mind To what degree targeted outcomes occur, as a result of learning event(s) and subsequent reinforcement To what degree participants apply what they learned during training when they are back on the job To what degree participants acquire the intended knowledge, skills and attitudes based on their participation in the learning event To what degree participants react favourably to the learning event Level 4Level 3Level 2Level 1 12 34 5 “Start with the end in mind” “Identify indicators and behaviours” “Design post training activities with program design and evaluation”
  28. 28. What will this ACHIEVE ?
  29. 29. Framework for measurement of effectiveness of training
  30. 30. Training aligned to business goals
  31. 31. Ability to make real time changes to help meet the business goals
  32. 32. Measurable and Effective Training
  33. 33. What is needed for the SUCCESS of this model?
  34. 34. Agreement on business measures is required even before the learning intervention is designed Other teams need to get involved in the entire learning process Implication
  35. 35. Participants (and their supervisors) need to be aware of the business goals, the objectives of the program and how it links to their job and KPIs Communication between HR/Training and other teams is critical Implications Participants and supervisors must understand what will be measured after training Supervisors may need to be included in the learning and evaluation design process
  36. 36. Appropriate tools and processes for post training follow up and measurement need to be put into place Indicators and measures of behaviours and actions need to be defined clearly and realistically Implications Process of measurement should be defined
  37. 37. Monitoring mechanism / tools need to be available to check in real time if performance gaps are being closed and business goals are being met Business dashboard for training / learning & development is required for monitoring and tracking Implication
  38. 38. But the most CRITICAL NEED is this…
  39. 39. HR has to STOP playing a support role in the organisation!
  40. 40. HR needs to start playing the role of a strategic business partner in the organization
  41. 41. Accord Business Solutions Pte. Ltd. 146 Robinson Road, #07-01, Singapore 068909 Phone: +65 9298 9590 Singapore | India | UAE www.accordsingapore.com.sg | saurabh@accordsingapore.com.sg A presentation by Saurabh Anand

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