The document discusses how to measure learning ROI on a shoestring budget using a practical five-step approach: 1) get smart by asking questions, 2) define success metrics in business terms, 3) make a measurement plan using training and business data sources, 4) design training aligned to metrics, and 5) measure results and communicate using the framework of organizational, learner, and training metrics. This allows learning professionals to demonstrate training's business impact and answer questions about its ROI.

1. measuring learning ROI on a shoestring budget michael glazer learning advisor twitter: @mglazer web: www.linkedin.com/in/learningpro Source: Eole via Flickr

2. How do YOU answer The Question? Source: Adreanna via flickr

3. “What’s the ROI on your training programs?”

4. let’s take a look at an example: a training program for improving writing skills

5. would you be more likely to convince your colleagues that training makes a valuable business impact by using data like this: 50 people completed 3 writing skills courses 200 total training hours for students 3.5 of 4.0 on participant satisfaction 3.9 of 4.0 on course materials

6. or data like this: 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. 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. 60% of training participants’ supervisors report that the tone of client feedback regarding press releases has become more positive

7. what’s the difference?

8. the first set of metrics focuses on the training program itself Source: gonzoles2010 via flickr

9. the second set looks at how training makes a business impact Source: A.Connah via flickr

10. a simple three-part framework can help us find the metrics that matter most. source: michele_cat via Flickr

11. first is Organizational Metrics these metrics answer the question “how are we helping the firm meet its business goals?”

14. when used well together, these metrics help us answer The Question.

15. so, you might be asking yourself, “This sounds good in theory, but how do I put it into practice?”

16. by using a practical five-step approach

17. source: Sebastian-Dario via Flickr 1: get smart ask questions that clue you in to the central issues, their symptoms and root causes

18. Questions: Organizational Metrics 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? Source: Anua22a via flickr

19. Source: Anua22a via flickr 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? Questions: Learner Metrics

20. Source: Anua22a via flickr 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? Questions: Training Dept. Metrics

22. use a template to help you organize informationsource: Essjay is happy in NZ via Flickr

23. you can also repurpose the information for other uses Source: matsuyuki via flickr

24. source: canonsnapper via Flickr 3: make a measurement plan

25. data for the plan usually comes from two types of sources training-driven data, like post-event and follow-up surveys business-driven data, like financial/productivity reports and client satisfaction surveys Source: Will Scullin via flickr

26. regardless of where you source your data, make sure you have the resources you need before training starts. and… Source: cobalt123 via flickr

27. …make a business contract with your internal clients

28. 4: design the training use the Get Smart info to shape the training content and how it is delivered Source: nickwheeleroz (on holiday) via flickr

29. Source: Aiden Jones via flickr validate alignment between the training plan and the success metrics to raise the likelihood of achieving good results

30. 5: measure and communicate the results the key to measuring is getting the data (duh)

31. but collecting the data gives us only half of what we need to answer The Question Source: justmakeitvia flickr

32. source: moriza via Flickr once we collect and analyze the data, we still have to communicate it

33. source: dcmaster via Flickr key messages are built on the metrics we chose in the define success step…

34. …and the key audiences to whom we communicate them fall into our three framework categories Source: Peter E. Lee via flickr

35. the channels you use to deliver your key messages are important, too. Source: CasaDeQueso via flickr

36. more importantly…

37. communicate the results proactively and frequently source: Thomas Hawk via Flickr

38. Why?

39. to help you answer The Question source: crossfrontiers via Flickr

40. or better still…

41. to avoid having it asked in the first place source: Kari Marie via Flickr

42. michael glazer learning advisor twitter: @mglazer web: www.linkedin.com/in/learningpro