ATD_June2016_How-to-Measure-Application

Leading Indicators
of Success:
Application Rate
Scrap Rate
Use
Activity
Implementation

7

1. Efficiencies
2. Effectiveness
3. Outcomes
How many of you are measuring…

10
DRIVER LEVEL ACTIONABLEDATA POINTS
What the CFO wants to
know:
5: ROI: What’s the ROI? (NetBenefits ÷ Costs)*100
What the Executive
Stakeholderswant to know:
4: Impact: Did it improve the bottom
line?What are the benefits?
Absenteeism,productivity,quality,sales,time,
turnover,efficiency,input/output,penalties/fines,
cycle times,downtime,process time,waste,fraud,
theft,market share, new accounts, grievances,
engagement,churn rate, accidents, complaints,
defects, rework,etc.
What the functional leader
wants to know:
3: Application:Did theyapplyit?
Scrap learning,Application,Implementation,Use,
Increase/Decrease in Activity,etc.
What the training team
commonly measures:
2: Learning: Did theylearn something?
Understanding,Awareness,Knowledge,Skills,
Readiness,Confidence,Intentto Use, etc.
1: Reaction: Did theylike it? Satisfaction,Relevancy,Perceivedimportance,etc.
What the LMS captures: 0: Inputs: Did theytake it?
Utilization,Completions, Efficiencies,Awards,Volume,
Costs, Scalability,etc.
EfficiencyEffectivenessOutcomes

90-100%of programs
• System reports
80% of programs
• Evals
• Surveys
• Tests
30% of programs
• Questionnaires
• Observation
• Projects
• Action Plans
• Performance Plans

13
Elapsed Days Since Event
100
90
80
70
60
50
40
30
20
10
Immediate Recall
20 min
1 hour
9 hours
2 days 6 days
31 days
Without context, 50% is
forgotten in one hour
Source: Herman Ebbinghaus, Memory:
Contribution to Experimental Psychology,
1885/1913
Retention (%)
80% is forgotten
after 2 days
90% is forgotten
after 31 days

70
60
50
40
30
20
10
90
100
80
%
1 2 3 54 6
Source: Creative Training Techniques
Without support, learner retention
can drop to 10% in 30 days
Learning activities occurring
6 times, can raise retention
to 90% in 30 days
Single
Event
Learning activity
14
1 4 7 1
0
1
3
1
6
1
9
2
2
2
5
3
0
Day

Manager
Involvement
Pre-Work
Event
Post-Work
OJT Support
Resources
Manager
Support
Application Period
Collect Data

17
Factors to Consider:
•
•
•
•
•
•
•
•
•
•
•
Data Collection Tools:
•
•
•
•
•
•
•

•
•
•
•
•
•
•
•
•
•

60%
50%
40%
30%
20%
10%
0%
20
• A majority (86%)
of Skillsoft
learners were
able to apply
what they
learned within 6
weeks of the
training.
Skillsoft’s scrap
learning rate
was 14% - far
below the norm
of 55% to 80%.
I was able to apply my trainingwithin…
1 Week
50.2%
2-4 Weeks
24.8%
5-6 Weeks
11.3%
I haven’t applied
what I learned
yet, but plan to in
the future.
11.8%
I don’t expect to
use the
knowledge/skills
gained
1.9%
Source: “Moving the Needle: How Skillsoft Impacts Performance of Individualsand Organizations”

Annually, for your organization of 1,000 employees:
= $286,800 of scrap
24%scrap3 X $1,195spend per learner2
X
1,000 employees
= $9mvalue of improvement
15%performanceimprovement3 X
$60,000 averagesalary X
1,000 employees
= $537,750 of scrap
45%scrap1 X $1,195spend per learner2
X
1,000 employees
= 3.6mvalue of improvement
6%performanceimprovement3 X $60,000
averagesalary X
1,000 employees
$250,950
in Savings
$5.4 million
Contributionto Performance
Improvement
The value of your continuous improvement effortsto your
organization is $5.65 million annually
1CEB 2014 Training Effectiveness Dashboard
2
ASTD 2013 State of the Industry Report
3KnowledgeAdvisors Analysis 2014

1. Your L&D team
2. Your functional business leaders / program
stakeholders
3. Your Executive team
How many of you are reporting results to…

23

1
2
3
4
5
SILOED
 Learning and talent are disparate processes
 Culture is hierarchical and not very engaging
 HR tends to react to business needs and enforce compliance
TARGETED
 Pathways between learning and talent begin
 More executive interest in employee engagement emerges
 HR is pursuing more proactive business alignment
TRANSFORMING
 Learning and talent start to converge with better tools
 A more people-centric philosophy starts to get established
 Employees are more accountable for steering their development & career
CONTINUOUS
 Engaged employee culture with rapid response to change
 HR is a workforce architect of advanced strategies and tools
 Compelling and integrated learning and talent UX drives high participation
OPTIMIZED
 Self-developing ecosystem; Highly sought after culture
 Sophisticated strategies fuel business adaptation
 World-class personalized UX heightens engagement
As an organization evolves through
the framework, the HR strategy
becomes more adaptive and the
workforce becomes more agile,
resulting in stronger business
performance.

25
ROI Institute
Buy Here
The State of Learning Measurement, Bersin Research Report, July 2015
A Guide to Establishing Value-Based Measures of Success, Skillsoft
OnDemand Webinar, 2013
Center for Talent Reporting – TDRp
ROI Institute
The Relationship Between Learning, WorkforceAgility, and Business
Performance, Skillsoft Whitepaper
Challenge the Status Quo with a Smarter Approach to the Global Talent
Crisis, Skillsoft Whitepaper
Skillsoft Learning & Talent Maturity Framework, Skillsoft.com
ROI Institute
Buy Here

linkedin.com/company/skillsoft
facebook.com/skillsoft
twitter.com/skillsoft
skillsoft.com
866-757-3177

ATD_June2016_How-to-Measure-Application

Recommended

Recommended

More Related Content

What's hot

What's hot (11)

Viewers also liked

Viewers also liked (16)

Similar to ATD_June2016_How-to-Measure-Application

Similar to ATD_June2016_How-to-Measure-Application (20)

ATD_June2016_How-to-Measure-Application