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measuring learning ROI ,[object Object],on a shoestring budget,[object Object],michael glazer,[object Object],learning advisor,[object Object],twitter: @mglazer,[object Object],web: www.linkedin.com/in/learningpro,[object Object],Source: Eole via Flickr,[object Object]
How do YOU answer The Question?,[object Object],Source: Adreanna via flickr,[object Object]
“What’s the ROI on your training programs?”,[object Object]
let’s take a look at an example: a training program for improving writing skills,[object Object]
would you be more likely to convince your colleagues that training makes a valuable business impact by using data like this:,[object Object],50 people completed 3 writing skills courses,[object Object],200 total training hours for students,[object Object],3.5 of 4.0 on participant satisfaction,[object Object],3.9 of 4.0 on course materials,[object Object]
or data like this:,[object Object],Saved $7,000: 10 directors and MDs report a 10% drop in the amount of time they spend making “unnecessary” edits to press releases written by the 50 people who completed writing skills training. Directors and MDs attribute half of the improvement to training. ,[object Object],Recovered 25 billable hours (valued at $3,750): Participants report, on average, a 40% decrease in the number of final drafts returned to them by directors and MDs for additional edits. ,[object Object],60% of training participants’ supervisors report that the tone of client feedback regarding press releases has become more positive,[object Object]
what’s the difference?,[object Object]
the first set of metrics focuses on the training program itself,[object Object],Source: gonzoles2010 via flickr,[object Object]
the second set  looks at how training makes a  business impact,[object Object],Source: A.Connah via flickr,[object Object]
a simple three-part framework can help us find the metrics that matter most.,[object Object],source: michele_cat via Flickr,[object Object]
first is Organizational Metrics,[object Object],these metrics answer the question “how are we helping the firm meet its business goals?”,[object Object]
the second is Learner Metrics,[object Object],[object Object],Source: gthomasbower via flickr,[object Object]
the third is Training Department Metrics,[object Object],[object Object],Source: elston via flickr,[object Object]
when used well together, these metrics help us answer The Question.,[object Object]
so, you might be asking yourself, “This sounds good in theory, but how do I put it into practice?”,[object Object]
by using a practical five-step approach,[object Object]
source: Sebastian-Dario via Flickr,[object Object],1: get smart,[object Object],ask questions that clue you in to the central issues, their symptoms and root causes,[object Object]
Questions: Organizational Metrics,[object Object],What are you trying to accomplish? Why does it matter to the organization?,[object Object],What are (have been / will be) the observable impacts caused by these issues? By their solutions?,[object Object],Describe the type of outcome you want to achieve. ,[object Object],Do you think training will help? What issues, if any, can’t be addressed through training?,[object Object],Source: Anua22a via flickr,[object Object]
Source: Anua22a via flickr,[object Object],Which groups of employees are involved? Which aren’t involved?,[object Object],Describe what you see happening when [business issue] takes place? ,[object Object],What are the 2-3 most important things employees need do to in order to achieve the desired outcome?,[object Object],Questions: Learner Metrics,[object Object]
Source: Anua22a via flickr,[object Object],What parameters or requirements do we need to consider for the program design and delivery?,[object Object],What do we want learners and other stakeholders to say or believe about their learning experience?,[object Object],Questions: Training Dept. Metrics,[object Object]
The second step is to define success.,[object Object],2: Define Success ,[object Object],[object Object]
use a template to help you organize informationsource: Essjay is happy in NZ via Flickr,[object Object]
you can also repurpose the information for other uses,[object Object],Source: matsuyuki via flickr,[object Object]
source: canonsnapper via Flickr,[object Object],3: make a measurement plan,[object Object]
data for the plan usually comes from two types of sources ,[object Object],training-driven data, like post-event and follow-up surveys,[object Object],business-driven data, like financial/productivity reports and client satisfaction surveys,[object Object],Source: Will Scullin via flickr,[object Object]
regardless of where you source your data, make sure you have the resources you need before training starts. and…,[object Object],Source: cobalt123 via flickr,[object Object]
…make a business contract with your internal clients,[object Object]
4: design the training,[object Object],use the Get Smart info to shape the training content and how it is delivered,[object Object],Source: nickwheeleroz (on holiday) via flickr,[object Object]
Source: Aiden Jones via flickr,[object Object],validate alignment between the training plan and the success metrics to raise the likelihood of achieving good results ,[object Object]
5: measure and communicate   the results,[object Object],the key to measuring is getting the data (duh),[object Object]
but collecting the data gives us only half of what we need to answer The Question ,[object Object],Source: justmakeitvia flickr,[object Object]
source: moriza via Flickr,[object Object],once we collect and analyze the data, we still have to communicate it,[object Object]
source: dcmaster via Flickr,[object Object],key messages are built on the metrics we chose in the define success step…,[object Object]
…and the key audiences to whom we communicate them fall into our three framework categories,[object Object],Source: Peter E. Lee via flickr,[object Object]
the channels you use to deliver your key messages are important, too.,[object Object],Source: CasaDeQueso via flickr,[object Object]
more importantly…,[object Object]
communicate the results proactively and frequently,[object Object],source: Thomas Hawk via Flickr,[object Object]
Why?,[object Object]
to help you answer The Question,[object Object],source: crossfrontiers via Flickr,[object Object]
or better still…,[object Object]
to avoid having it asked in the first place,[object Object],source: Kari Marie via Flickr,[object Object]

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measuring learning ROI on a shoestring budget

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Editor's Notes

  1. Internal – help your colleagues get the best value for their time investmentExternal – help you get the best value for your money
  2. (you might even think of it as an internal comms campaign)
  3. Org – biz leaders, training sponsors, supervisors + future customersLrn – participants + future customersTrn – HR, training staff + external partners