learning impact planner

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This is a supplemental document to my "measuring learning ROI on a shoestring budget" presentation. http://bit.ly/aL6ki6

The first page is a template. The next three pages is a sample of how the template might look as someone begins to use it.

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learning impact planner

  1. 1. LEARNING IMPACT PLANNER Learning Impact Template Organizational Metrics Stakeholder Possible Training Current Desired Performance Question Possible Evaluation Question Answer Metrics Issue (Y/N) State State What are you trying to accomplish? Why does it matter to the organization? What are (have been / will be) the observable impacts caused by these issues? By their solutions? Describe the type of outcome you want to achieve. Do you think training will help? What issues, if any, can’t be addressed through training? Learner Metrics Stakeholder Possible Training Current Desired Performance Question Possible Evaluation Question Answer Metrics Issue (Y/N) State State Which groups of employees are involved? Which aren’t involved? Describe what you see happening when [business issue] takes place? What are the 2-3 most important things employees need do to in order to achieve the desired outcome? Training Dept. Metrics Stakeholder Possible Training Current Desired Performance Question Possible Evaluation Question Answer Metrics Issue (Y/N) State State What parameters or requirements do we need to consider for the program design and delivery? What do we want learners and other stakeholders to say or believe about their learning experience? Page 1 of 4 ©2010 Michael Glazer
  2. 2. LEARNING IMPACT PLANNER Sample Learning Impact Worksheet Organizational Metrics Performance Possible Training Current Desired Stakeholder Answer Possible Evaluation Question Question Metrics Issue? Y/N State State What are you Reduce the amount of Reduction of For supervisors (not learners) trying to unnecessary, non-billable time I non-billable 1. Based on the training for my staff, I accomplish? spend editing bad writing. This is hours spend less time (re)editing press Why does it creating a quality issue for our releases (Yes/No) matter to the client deliverables. It’s also Increase in 2. How much of your (re)editing time has organization? creating a personal stress issue client been eliminated (0%-100%) for me and interfering with my realization % 3. What percent of the reduction in other responsibilities. (re)editing time do you estimate is a direct result of the training? (0%-100%) What are 1. Negative client feedback Frequency and For supervisors (not learners) (have been / on 3 of last 6 press type of client 1. How, if at all, has the tone of client will be) the releases; apx. 10% of feedback for feedback regarding press releases observable similar work product over press releases changed since the training? (more impacts the past quarter negative, no change, more positive) caused by 2. Apx. 2-3 hrs/wk editing these issues? and rewriting work that Time spend on By their should already be ready editing press solutions? to send to the client releases Describe the 1. Eliminate negative client type of feedback on similar outcome you deliverables; increase want to positive feedback achieve. 2. Eliminate time spent making 2nd and 3rd round edits on transactional deliverables (like press releases) 3. Reduce the amount of Avg time spent time we spend writing writing a press press releases release Page 2 of 4 ©2010 Michael Glazer
  3. 3. LEARNING IMPACT PLANNER Do you think 1. Training can help give training will people the skills they help? What need to write better first issues, if any, drafts and self- or peer- can’t be edit addressed 2. (not training) Practice through chair(s) need to tweak training? processes and communicate new expectations to the team. Learner Metrics Performance Possible Training Current Desired Stakeholder Answer Possible Evaluation Question Question Metrics Issue? Y/N State State Which groups 1. Junior and mid-level staff of employees in the corporate and are involved? media practices Which aren’t 2. Unclear if other practices involved? have similar issues. Describe The most common edits by senior Skill YES 1. Rate your INCREASE in skill level or what you see staff are: improvement knowledge of the following before happening 1. Weak/illogical story flow in the 4 areas versus after the training. A 0% is no when 2. Heavy use of jargon listed to the increase and a 100% is a very significant [business 3. Incorrect punctuation right increase. issue] takes 4. Press releases are too  Writing logical, easy-to-follow place? lengthy storylines (collected draft samples as  Eliminating jargon evidence and reference)  Using correct punctuation  Writing concisely What are the 1. Write better, more Perceived YES (Learner follow-up) 2-3 most polished first drafts quality of 1st 1. Rate the INCREASE in the quality of the important 2. Double check their final drafts 1st drafts your submit for internal things drafts before sending to approval before versus after the employees me for approval. % of final training. A 0% is no increase and a need do to in drafts 100% is a very significant increase. order to returned for 2. Rate the DECREASE in the percentage achieve the further edits of final drafts returned to you for Page 3 of 4 ©2010 Michael Glazer
  4. 4. LEARNING IMPACT PLANNER desired further edits before versus after the outcome? training. Training Dept. Metrics Performance Possible Training Current Desired Stakeholder Answer Possible Evaluation Question Question Metrics Issue? Y/N State State What 1. Be able to train to 40-50 Was the 1. The facilitator was knowledge about parameters people in 4 US cities program the subject or 2. Complete training within delivered 2. The facilitator was well-prepared for requirements 90 days within stated the training do we need 3. Total training budget not parameters? 3. Real-world application of each to consider to exceed $5,000 objective was discussed during the for the 4. 3hrs max time investment training program per employee 4. The physical (virtual) environment was design and 5. Must include practice conducive to learning delivery? exercises related to real 5. The training materials were well client work organized and appropriate to meet my needs 6. The examples and exercises will help me apply the training content to my job (strongly agree – strongly disagree) What do we 1. The training made a Do learners 1. Given all factors, including this training, want learners direct impact on the and their estimate how much your job and other quality of their press supervisors performance related to the course stakeholders releases believe the subject matter will improve (0%-100%) to say or 2. They would recommend training made 2. Estimate how much of the believe about the training to others a difference? improvement will be a direct result of their learning Will people this training (0%-100%) experience? recommend 3. Would you recommend this training to this training? your colleagues? (not recommend, recommend, strongly recommend) Page 4 of 4 ©2010 Michael Glazer

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