Ten Actions to Make Learning Measurement a Reality

1,251 views

Published on

It could be said that many in L&D consider it just too difficult to evaluate learning beyond the reaction level. We want to help you measure the learning that you are investing in.

How do those in L&D have meaningful conversations with the business regarding the impact of any learning interventions? How do they get the business interested in order to jointly define measures that are meaningful to the organisation?

We believe the crux lies in knowing how to talk about the value which learning and measurement can deliver.

Take a look at our 10-point guide to making learning measurement a reality.

© JSB Group Limited 2013

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,251
On SlideShare
0
From Embeds
0
Number of Embeds
494
Actions
Shares
0
Downloads
66
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Ten Actions to Make Learning Measurement a Reality

  1. 1. actions to make learning evaluation a reality
  2. 2. make learning measurement a priority Learning | Development | Consulting
  3. 3. #1 Make learning measurement a priority START... Learning | Development | Consulting
  4. 4. #1 Make learning measurement a priority START... Learning | Development | Consulting
  5. 5. #1 Make learning measurement a priority ...with the END in mind! START... Learning | Development | Consulting
  6. 6. #1 Make learning measurement a priority ...with the END in mind! START... Don’t design your learning until you have defined the measures Learning | Development | Consulting
  7. 7. #1 Make learning measurement a priority ...with the END in mind! START... Don’t design your learning until you have defined the measures or you will find learning measurement Learning | Development | Consulting
  8. 8. #1 Make learning measurement a priority difficult Don’t design your learning until you have defined the measures or you will find learning measurement Learning | Development | Consulting
  9. 9. #1 Make learning measurement a priority difficult inaccurate Don’t design your learning until you have defined the measures or you will find learning measurement Learning | Development | Consulting
  10. 10. #1 Make learning measurement a priority difficult inaccurate and nonsensical Don’t design your learning until you have defined the measures or you will find learning measurement Learning | Development | Consulting
  11. 11. #1 Make learning measurement a priority SOUNDS OBVIOUS? You’d be surprised how often the Learning | Development | Consulting
  12. 12. #1 Make learning measurement a priority SOUNDS OBVIOUS? You’d be surprised how often the CONTENT ACTIVITIES Learning | Development | Consulting
  13. 13. #1 Make learning measurement a priority SOUNDS OBVIOUS? You’d be surprised how often the CONTENT ACTIVITIES are decided upon before the intended results are clarified with key stakeholders Learning | Development | Consulting
  14. 14. #1 Make learning measurement a priority You must make sure you and your learning provider are clear about the measures from the outset Learning | Development | Consulting
  15. 15. #1 Make learning measurement a priority You must make sure you and your learning provider are clear about the measures from the outset and about how they will be reported Learning | Development | Consulting
  16. 16. #1 Make learning measurement a priority You must make sure you and your learning provider are clear about the measures from the outset and about how they will be reported REAL CHANGE is dependent on it! Learning | Development | Consulting
  17. 17. don’t struggle alone Take a stakeholder approach Learning | Development | Consulting
  18. 18. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Defining measures is not easy, especially when you sit in L&D and may not be Learning | Development | Consulting
  19. 19. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Defining measures is not easy, especially when you sit in L&D and may not be CLOSE ENOUGH Learning | Development | Consulting
  20. 20. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Defining measures is not easy, especially when you sit in L&D and may not be CLOSE ENOUGH to the business area Learning | Development | Consulting
  21. 21. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Question those who WILL know Learning | Development | Consulting
  22. 22. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Question those who WILL know Conduct one-to-one interviews Learning | Development | Consulting
  23. 23. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Question those who WILL know Conduct one-to-one interviews or focus groups Learning | Development | Consulting
  24. 24. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Ask them Learning | Development | Consulting
  25. 25. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Ask them • What will the participants be doing differently if this programme works? Learning | Development | Consulting
  26. 26. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Ask them • What will the participants be doing differently if this programme works? • What impact will it have on those around them? Learning | Development | Consulting
  27. 27. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Ask them • What will the participants be doing differently if this programme works? • What impact will it have on those around them? • What specific business / department KPI’s would you want to see improve as a result of the programme? Learning | Development | Consulting
  28. 28. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach Ask them • What will the participants be doing differently if this programme works? • What impact will it have on those around them? • What specific business / department KPI’s would you want to see improve as a result of the programme? • What will success look like for the learners and the business? Learning | Development | Consulting
  29. 29. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will Learning | Development | Consulting
  30. 30. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will • ive them something to work from G Learning | Development | Consulting
  31. 31. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will • ive them something to work from G • how you have insight into their business S and their challenges Learning | Development | Consulting
  32. 32. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will • ive them something to work from G • how you have insight into their business S and their challenges • uild your credibility B Learning | Development | Consulting
  33. 33. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will • ive them something to work from G • how you have insight into their business S and their challenges • uild your credibility B • emonstrate your intent to make a D visible difference Learning | Development | Consulting
  34. 34. #1 #2 Don’t STRUGGLE ALONE – take a stakeholder approach This will • ive them something to work from G • how you have insight into their business S and their challenges • uild your credibility B • emonstrate your intent to make a D visible difference • trengthen your business relationship S Learning | Development | Consulting
  35. 35. measure what really matters Learning | Development | Consulting
  36. 36. #1 #2 #3 MEASURE what really matters People often talk about Learning | Development | Consulting
  37. 37. #1 #2 #3 MEASURE what really matters People often talk about RETURN ON INVESTMENT Learning | Development | Consulting
  38. 38. #1 #2 #3 MEASURE what really matters People often talk about RETURN ON INVESTMENT and create complex numerical systems and equations Learning | Development | Consulting
  39. 39. #1 #2 #3 MEASURE what really matters This can be important but we believe it is also important to focus on return on EXPECTATIONS Learning | Development | Consulting
  40. 40. #1 #2 #3 MEASURE what really matters What will people really expect to SEE & HEAR if this learning works? Learning | Development | Consulting
  41. 41. #1 #2 #3 MEASURE what really matters Don’t get sidetracked by level 1 data... Learning | Development | Consulting
  42. 42. #1 #2 #3 MEASURE what really matters Don’t get sidetracked by level 1 data... • How was the training room temperature? • Did lunch go down well? • Was the trainer friendly? Learning | Development | Consulting
  43. 43. #1 #2 #3 MEASURE what really matters Don’t get sidetracked by level 1 data... • How was the training room temperature? • Did lunch go down well? • Was the trainer friendly? Learning | Development | Consulting
  44. 44. #1 #2 #3 MEASURE what really matters It is important, but senior • Was the training room too cold? managers may care • How was lunch? more about • Was the trainer friendly? Learning | Development | Consulting
  45. 45. #1 #2 #3 MEASURE what really matters How the learning will lead to Learning | Development | Consulting
  46. 46. #1 #2 #3 MEASURE what really matters How the learning will lead to INDIVIDUAL Learning | Development | Consulting
  47. 47. #1 #2 #3 MEASURE what really matters How the learning will lead to INDIVIDUAL and DEPARTMENTAL improvements Learning | Development | Consulting
  48. 48. #1 #2 #3 MEASURE what really matters How the learning will lead to INDIVIDUAL and DEPARTMENTAL improvements WHAT WILL BE DIFFERENT ON MONDAY? Learning | Development | Consulting
  49. 49. take the TEMPERATURE establish the baseline measures Learning | Development | Consulting
  50. 50. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Find the data which currently exists – and log this as the start of the learning journey Learning | Development | Consulting
  51. 51. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Find the data which currently exists – and log this as the start of the learning journey If a KPI is a reduction in the number of customer complaints, how many complaints is the department currently getting? for example Learning | Development | Consulting
  52. 52. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Be specific in asking more and more questions until you get the data you need Learning | Development | Consulting
  53. 53. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Be specific in asking more and more questions until you get the data you need If a colleague says improved morale will be a measure, ask for details on how they will measure this in practice What are they SEEING and HEARING now? for example Learning | Development | Consulting
  54. 54. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Ensure that the data is, in most cases, data which is normally collected by the business Learning | Development | Consulting
  55. 55. #1 #2 #3 #4 take the TEMPERATURE – establish the baseline measures Ensure that the data is, in most cases, data which is normally collected by the business Do not make this difficult or onerous. This should not be seen as an extra task costing additional time and money Learning | Development | Consulting
  56. 56. BUILD measurement into the learning experience Learning | Development | Consulting
  57. 57. #1 #2 #3 #4 #5 BUILD MEASUREMENT into the learning experience When you have MEASURES agreed Learning | Development | Consulting
  58. 58. #1 #2 #3 #4 #5 When you have MEASURES agreed BUILD MEASUREMENT into the learning experience Ensure you design the learning experience around them Learning | Development | Consulting
  59. 59. #1 #2 #3 #4 #5 When you have MEASURES agreed BUILD MEASUREMENT into the learning experience Ensure you design the learning experience around them Learning | Development | Consulting
  60. 60. #1 #2 #3 #4 #5 BUILD MEASUREMENT into the learning experience Here are 8 key techniques to help you drive the application of learning Learning | Development | Consulting
  61. 61. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Involve line managers in the design of the programme – ensure they are partnering with you • Contextualises learning • Builds engagement Learning | Development | Consulting
  62. 62. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Involve line managers in the design of the programme – ensure they are partnering with you Encourage pre-learning meetings between the learner and line manager • Contextualises learning • Plans for application of learning • Builds engagement • Engages the learner • Demonstrates the importance of the learning event to the business Learning | Development | Consulting
  63. 63. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Involve line managers in the design of the programme – ensure they are partnering with you Encourage pre-learning meetings between the learner and line manager • Contextualises learning • Engages the learner • Builds engagement • Demonstrates the importance of the • Plans for application of learning learning event to the business Design relevant pre-learning activity • Builds momentum • Engages the learner • Clarifies the ‘why this?’, ‘why now?’, ‘what’s expected of me?’ Learning | Development | Consulting
  64. 64. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Involve line managers in the design of the programme – ensure they are partnering with you Encourage pre-learning meetings between the learner and line manager • Contextualises learning • Engages the learner • Builds engagement • Demonstrates the importance • Plans for application of learning of the learning event to the business Design relevant prelearning activity Make learning contextually relevant and realistic • Builds momentum • Learners relate to the • Engages the learner • Clarifies the ‘why this?’, ‘why now?’, ‘what’s expected of me?’ programme • They see how it will support them in their performance Learning | Development | Consulting
  65. 65. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Create multiple opportunities for practice and feedback • Increases confidence • Improves capability • Incentivises to apply back at work Learning | Development | Consulting
  66. 66. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Create multiple opportunities for practice and feedback • Increases confidence • Improves capability • Incentivises to apply back at work Make time for ‘application planning’. Not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • Increases chances of learners applying their learning • Prepares learners to overcome potential obstacles in advance of their return to work Learning | Development | Consulting
  67. 67. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Create multiple opportunities for practice and feedback • Increases confidence • Improves capability • Incentivises to apply back at work Make time for ‘application planning’. Not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • Increases chances of learners applying their learning • Prepares learners to overcome potential obstacles in advance of their return to work Allow learners to share the impact this programme has had – on them and their results - through presentations and workbased projects • Encourages learners to work hard on making sure the learning makes a difference Learning | Development | Consulting
  68. 68. #1 #2 #3 Here are 8 key techniques to help you drive the application of learning #4 #5 BUILD MEASUREMENT into the learning experience Create multiple opportunities for practice and feedback • Increases confidence • Improves capability • Incentivises to apply back at work Make time for ‘application planning’. Not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • Increases chances of learners applying their learning • Prepares learners to overcome potential obstacles in advance of their return to work Allow learners to share the impact this programme has had – on them and their results. Through presentations and work-based projects for example • Encourages learners to work hard on making sure the learning makes a difference Encourage post-learning reviews with learners’ managers • Identifies golden opportunities to try new skills – with defined objectives • An opportunity to gain line managers’ support Learning | Development | Consulting
  69. 69. make learning measurement a clear agenda item Learning | Development | Consulting
  70. 70. #1 #2 #3 #4 #5 #6 Make learning measurement a CLEAR agenda item Make sure you discuss the impact of learning at individual Learning | Development | Consulting
  71. 71. #1 #2 #3 #4 #5 #6 Make learning measurement a CLEAR agenda item Make sure you discuss the impact of learning at individual and business Learning | Development | Consulting
  72. 72. #1 #2 #3 #4 #5 #6 Make learning measurement a CLEAR agenda item Make sure you discuss the impact of learning at individual and business performance reviews Learning | Development | Consulting
  73. 73. #1 #2 #3 #4 #5 #6 Make learning measurement a CLEAR agenda item Make it a clear agenda item at appraisals Learning | Development | Consulting
  74. 74. #1 #2 #3 #4 #5 #6 Make learning measurement a CLEAR agenda item Make it a clear agenda item at appraisals and management meetings Learning | Development | Consulting
  75. 75. make learning measurement everyone’s business Learning | Development | Consulting
  76. 76. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business It’s all about holding all stakeholders accountable • The trainer Learning | Development | Consulting
  77. 77. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business It’s all about holding all stakeholders accountable • The learner • The trainer Learning | Development | Consulting
  78. 78. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business It’s all about holding all stakeholders accountable • Their line manager • The learner • The trainer Learning | Development | Consulting
  79. 79. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business It’s all about holding all stakeholders accountable • Their senior managers • Their line manager • The learner • The trainer Learning | Development | Consulting
  80. 80. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business The role played by the learners’ managers is critical Learning | Development | Consulting
  81. 81. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business The role played by the learners’ managers is critical They need to: Be briefed from the start on how this will add value Learning | Development | Consulting
  82. 82. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business The role played by the learners’ managers is critical They need to: Be briefed from the start on how this will add value Encourage pre- and post-meetings with learners Learning | Development | Consulting
  83. 83. #1 #2 #3 #4 #5 #6 #7 Make learning measurement EVERYONE’S business The role played by the learners’ managers is critical They need to: Be briefed from the start on how this will add value Encourage pre- and post-meetings with learners Provide active and visible sponsorship Learning | Development | Consulting
  84. 84. accept the trends Learning | Development | Consulting
  85. 85. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS Often you will be working with Learning | Development | Consulting
  86. 86. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS Often you will be working with trend line data Learning | Development | Consulting
  87. 87. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS Often you will be working with trend line data for measuring business benefits Learning | Development | Consulting
  88. 88. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS THIS IS OK! Often you will be working with trend line data for measuring business benefits Learning | Development | Consulting
  89. 89. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS tr s d en trends tr s d en s d trends ok lo or f en tr trends tr s d en trends trends Learning | Development | Consulting
  90. 90. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS tr r fo k o lo in t e h en s d t h ir d n io ct e ig r Learning | Development | Consulting
  91. 91. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS and measure in in ds on en cti tr or dire f ok ht lo ig r he t MULTIPLE MULTIPLE MULTIPLE MULTIPLE ways Learning | Development | Consulting
  92. 92. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS and measure in in ds on en cti tr or dire f ok ht lo ig r he t MULTIPLE MULTIPLE MULTIPLE MULTIPLE ways at MULTIPLE MULTIPLE MULTIPLE MULTIPLE levels Learning | Development | Consulting
  93. 93. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS It may not always be possible to isolate Learning | Development | Consulting
  94. 94. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS It may not always be possible to isolate RESULTS Learning | Development | Consulting
  95. 95. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS It may not always be possible to isolate RESULTS BUT having enough indicators in the right direction is helpful Learning | Development | Consulting
  96. 96. #1 #2 #3 #4 #5 #6 #7 #8 accept the TRENDS It may not always be possible to isolate RESULTS BUT having enough indicators in the right direction is helpful Learning | Development | Consulting
  97. 97. REPORT results regularly Learning | Development | Consulting
  98. 98. #1 #2 #3 #4 #5 #6 #7 #8 #9 REPORT results regularly 20 mm what gets 67 mm measured 67 mm gets done! 20 mm Learning | Development | Consulting
  99. 99. #1 #2 #3 #4 #5 #6 #7 #8 #9 REPORT results regularly what gets measured gets DONE 113.21mm 14.887mm 14.887mm 113.21mm Learning | Development | Consulting
  100. 100. #1 #2 #3 #4 #5 #6 #7 #8 #9 REPORT results regularly what gets measured gets DONE 113.21mm 14.887mm 14.887mm 113.21mm 297mm Add ‘Results from training programmes’ to the monthly management meeting agenda and ask managers to demonstrate the impact any spend is having Learning | Development | Consulting
  101. 101. be practical and realistic Learning | Development | Consulting
  102. 102. #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC e too prec ’t b io n o us D #1 Learning | Development | Consulting
  103. 103. #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC e too prec ’t b io n o us D #1 There will always be the occasion where the reason for learning is simply to Learning | Development | Consulting
  104. 104. #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC e too prec ’t b io n o us D #1 There will always be the occasion where the reason for learning is simply to ‘tick a box’ Learning | Development | Consulting
  105. 105. #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC e too prec ’t b io n o us D #1 There will always be the occasion where the reason for learning is simply to ‘tick a box’ or to ‘motivate the team’ Learning | Development | Consulting
  106. 106. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC There will always be managers who say Learning | Development | Consulting
  107. 107. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC There will always be managers who say Learning | Development | Consulting
  108. 108. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC There will always be managers who say and who are not able or willing to engage in value conversations Learning | Development | Consulting
  109. 109. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC The KEY is to be realistic Learning | Development | Consulting
  110. 110. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC The KEY is to be realistic • What can you measure in these cases? • What is good enough? Learning | Development | Consulting
  111. 111. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC start somewhere Learning | Development | Consulting
  112. 112. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC start somewhere measure Learning | Development | Consulting
  113. 113. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC start somewhere measure CRUCIALLY, report back what you can as often as you can Learning | Development | Consulting
  114. 114. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC So, in summary, is measuring learning and proving value the ‘Holy Grail’ that many have described? Learning | Development | Consulting
  115. 115. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC So, in summary, is measuring learning and proving value the ‘Holy Grail’ that many have described? NOT REALLY Learning | Development | Consulting
  116. 116. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC IT’S SIMPLE IF YOU Learning | Development | Consulting
  117. 117. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC IT’S SIMPLE IF YOU Create meaningful and insightful relationships within the business Learning | Development | Consulting
  118. 118. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC IT’S SIMPLE IF YOU Create meaningful and insightful relationships within the business Understand your colleagues’ challenges Learning | Development | Consulting
  119. 119. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC IT’S SIMPLE IF YOU Create meaningful and insightful relationships within the business Understand your colleagues’ challenges Create learning that drives application back at work Learning | Development | Consulting
  120. 120. #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 be PRACTICAL and REALISTIC IT’S SIMPLE IF YOU Create meaningful and insightful relationships within the business Understand your colleagues’ challenges Create learning that drives application back at work Really start with the end in mind Learning | Development | Consulting
  121. 121. We have so much more to share Read the full article: £49 billion and counting! What impact does learning really have? www.jsbonline.com/learning-and-development Learning | Development | Consulting Learning | Development | Consulting

×