Top 10 Tools to Measure Corporate Universities

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This presentation will discuss 10 tools any corporate university should have in its toolbox to measure itself. The presentation will highlight metric design, dashboard creation, on-the-job reinforcement and other methods that when combined create a powerful solution to showcase a corporate university’s value to learning leaders and business executives.

Learning objectives:
• Provide an overview of critical measurement tools for corporate universities.
• Offer examples of tool application.
• Discuss how to apply the tools in practical, credible and repeatable ways.

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Top 10 Tools to Measure Corporate Universities

  1. 1. The Top 10 Tools to Measure Corporate UniversitiesYou can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.408.600.3600 and enter access code 929 675 943 # You will be on hold until the seminar begins. #CLOwebinar
  2. 2. The Top 10 Tools to Measure Corporate UniversitiesSpeaker: Jeffery Berk Chief Operating Officer Knowledge AdvisorsModerator: Mike Prokopeak Vice President, Editorial Director Chief Learning Officer magazine #CLOwebinar
  3. 3. Tools You Can Use• Q&A – Click on the Q&A panel (?) in the bottom right corner – Type in your question in the space provided – Click on “Send.” #CLOwebinar
  4. 4. Tools You Can Use• Polling – The poll will appear on the right side of your screen – Select the best option for each question – Click on “Submit” #CLOwebinar
  5. 5. Frequently Asked QuestionsWill I receive a copy of the webinar recording? YES Will I receive a copy of the slides? YES Please allow up to 2 business days to receive these materials #CLOwebinar
  6. 6. The Top 10 Tools to Measure Corporate Universities Mike Prokopeak Vice President, Editorial Director Chief Learning Officer magazine #CLOwebinar
  7. 7. The Top 10 Tools to Measure Corporate Universities Jeffery Berk Chief Operating Officer Knowledge Advisors #CLOwebinar
  8. 8. The Top 10 Tools to Measure Corporate Universities Jeffrey Berk Chief Operating Officer
  9. 9. AgendaReview the importance of measuring a corporate universityDiscuss the measurement plan to gather timely, credibledataShowcase sample reports, statements, dashboards andscorecardsAugust 9, 2012 © 2012, KnowledgeAdvisors 8
  10. 10. About KnowledgeAdvisorsAugust 9, 2012 © 2012, KnowledgeAdvisors 9
  11. 11. Some of Our Clients
  12. 12. A Program with an Unhappy Ending1. Company A went back 2 years… and identified that they had 1,019 people rated #3, “needs improvement” in recent performance reviews2. They calculated that they spent an average of $13,090 per year on highly visible performance management (Coaching, counseling, mentoring, retraining and manager time) to elevate them to #1’s ,“high performers”3. They identified 2 years later… the number that were currently ranked as #1’s, was ZERO Source: Dr. John Sullivan, Presentation at Analytics SymposiumAugust 9, 2012 © 2012, KnowledgeAdvisors 11
  13. 13. When Do I Need to Measure?Corporate Universities are …. Strategic...aligned to an executive initiative Visible...awareness by senior management Costly...more money than a typical programstrategic costly visibleAugust 9, 2012 © 2012, KnowledgeAdvisors 12
  14. 14. Measurement Plan ‘Top 10’1. Identify Key Performance Indicators2. Create Smart Sheet Evaluations3. Build Communication Plan4. Design the Dashboard5. Provide Executive Reports, Scorecards, and Statements6. Conduct Capability Assessment7. Perform a Test/Certification8. Gather Sponsor Satisfaction Data9. Deploy On-the-Job Reinforcement10. Conduct Business Impact ExerciseAugust 9, 2012 © 2012, KnowledgeAdvisors 13
  15. 15. Identify Key Performance Indicators Outcome Metrics - Business Outcomes •Leader Retention (Leadership) • Time to Performance (On-boarding) • Win Rate (Sales) Effectiveness Metrics – Program Performance •Delivery Quality •Knowledge Gain •Application to Job •Business Alignment •Value Efficiency Metrics – Cost and Activity •# of Participants •% of Employees Trained •Total L&D Investment •L&D Investment per Participant •Courses Utilized •Classes Conducted •Instructors Utilized •Locations UsedAugust 9, 2012 © 2012, KnowledgeAdvisors 14
  16. 16. Create ‘Smart Sheet Evaluations’ Not only evaluate The training but also the process such as on- boarding or leadership development or sales effectiveness .August 9, 2012 © 2012, KnowledgeAdvisors 15
  17. 17. Build Communication PlanA communication plan is a document thatcan be distributed to participants andsponsors that outline the context formeasuring the program as well aswhat, when and how measurement will bedone.This helps with change management andproject management. August 9, 2012 © 2012, KnowledgeAdvisors 16
  18. 18. Design the Dashboard A visual, concise datarepresentation Shows theefficiency, effectivenessand outcome metricsData fromevaluations, tests, assessments imports, LMS /HRIS feeds, uploads, etc.August 9, 2012 © 2012, KnowledgeAdvisors 17
  19. 19. Reports, Scorecards, Statements Reporting for a non L&Daudience that emphasizeefficiency, effectiveness andoutcomes. Reporting for L&Dexecutives that focus onsatisfaction to impact andvalue Hold quarterly reviews withL&D execs and sponsorsAugust 9, 2012 © 2012, KnowledgeAdvisors 18
  20. 20. Conduct Capability AssessmentConduct a 180 or 360 of core competencies to identify blind spots and hiddenstrengths specific to the desired behaviors participants are to improve August 9, 2012 © 2012, KnowledgeAdvisors 19
  21. 21. Perform Test/CertificationValidate critical knowledge and increase participant confidence with a test. 1. Take Test 2. Receive Feedback 3. Receive Certificate August 9, 2012 © 2012, KnowledgeAdvisors 20
  22. 22. Sponsor Satisfaction DataGather feedback from key sponsors at key milestones regarding their overallsatisfaction with the program and its outcomes.August 9, 2012 © 2012, KnowledgeAdvisors 21
  23. 23. On-the-Job ReinforcementUse goal setting tools to establish and track changes in business results orbehaviors when participants are on-the-job. It also can identify scrap learning.August 9, 2012 © 2012, KnowledgeAdvisors 22
  24. 24. Business Impact Exercise Control Group (side by side) Determine if learning projects influenced employee retention Employees with no learning projects averaged a turnover rate of 21% Employees with 2 or more learning projects averaged a turnover rate of 2% Clearly the control group vs. learning group shows a difference Source: Dr. John Sullivan, Presentation at Analytics SymposiumAugust 9, 2012 © 2012, KnowledgeAdvisors 23
  25. 25. Contact InformationFor further information contact:Jeffrey BerkChief Operating Officer+1 312 676-4411jberk@knowledgeadvisors.comwww.knowledgeadvisors.com
  26. 26. Questions & Answers Jeffery Berk Chief Operating Officer Knowledge Advisors jberk@knowledgeadvisors.com #CLOwebinar
  27. 27. Join Our Next CLO Webinar Social Learning – Mining the Untapped Knowledge Tuesday, August 21, 2012CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register at www.clomedia.com/eventsJoin the CLO Network: http://network.clomedia.com/ #CLOwebinar

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