The document discusses Jack Phillips' ROI methodology for evaluating training programs. The methodology involves 5 levels - reaction, learning, behavior, results, and ROI. Reaction measures learner satisfaction. Learning looks at knowledge gained. Behavior examines application of learning on the job. Results determine measurable impacts on performance. ROI determines if monetary benefits exceed costs. The methodology provides a framework for collecting data before, after, and isolating the program's effects to calculate return on investment.
Return on Learning from Every Angle: ROI and the Triple Bottom Line of LearningAggregage
You can watch the webinar on demand here: https://www.elearninglearning.com/frs/12698683/return-on-learning-from-every-angle--roi-and-the-triple-bottom-line-of-learning
Accurately reporting the Return on Learning for an eLearning program is more complex than a traditional ROI calculation can convey. To get a full picture that goes beyond financial gains, you need to incorporate the perspectives of the Triple Bottom Line of Learning (TBLL) and what is important to each party involved: the C-suite, the learning team, and the learners. Measuring how effectively the learners apply the content, as well as the overall impact of training on the business and its culture, requires precise planning and a variety of tools.
Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they conclude this series by highlighting key strategies and techniques to help you compile a TBLL Report for your next learning initiative.
Learn about these topics (and more!):
- Data collecting for the TBLL Report
- Evaluating in five levels
- Measuring application of learning
- Gauging culture impacts
Do your stakeholders want to see evidence of the program's impact?
By knowing what works in your learning portfolio, you can repeat successes and eliminate ineffective programs. This method is based on the work of Donald L. Kirkpatrick, Dr J. Phillips, Robert Brinkerhoff and Josh Bersin.
"Credible, data-driven and actionable reporting of your training impact and talent programs are critical for making right investment decisions."
www.greenbookslearning.com
Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evalu...Lambda Solutions
Access to webinar recording here: http://go.lambdasolutions.net/webinar-growing-trend-of-open-source-learning
Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measurable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.
Co-hosted by Paula Yunker, with 30+ years of instructional design experience and certification in Kirkpatricks Four Levels Evaluation—this webinar will explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We’ll discuss how to implement learning evaluation that’s practical and provides value but isn’t complicated, time consuming or expensive. Paula will also share her favorite learning evaluation resources after the webinar!
Check out the slides to learn more about:
- Why learning evaluation is critical for business results
- Kirkpatrick’s four levels of evaluation explained
- Aligning learning to organizational goals
- Typical challenges implementing evaluation in an organization
- Practical strategies for implementing learning evaluation
- Our favorite learning evaluation resources
Return on Learning from Every Angle: ROI and the Triple Bottom Line of LearningAggregage
You can watch the webinar on demand here: https://www.elearninglearning.com/frs/12698683/return-on-learning-from-every-angle--roi-and-the-triple-bottom-line-of-learning
Accurately reporting the Return on Learning for an eLearning program is more complex than a traditional ROI calculation can convey. To get a full picture that goes beyond financial gains, you need to incorporate the perspectives of the Triple Bottom Line of Learning (TBLL) and what is important to each party involved: the C-suite, the learning team, and the learners. Measuring how effectively the learners apply the content, as well as the overall impact of training on the business and its culture, requires precise planning and a variety of tools.
Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they conclude this series by highlighting key strategies and techniques to help you compile a TBLL Report for your next learning initiative.
Learn about these topics (and more!):
- Data collecting for the TBLL Report
- Evaluating in five levels
- Measuring application of learning
- Gauging culture impacts
Do your stakeholders want to see evidence of the program's impact?
By knowing what works in your learning portfolio, you can repeat successes and eliminate ineffective programs. This method is based on the work of Donald L. Kirkpatrick, Dr J. Phillips, Robert Brinkerhoff and Josh Bersin.
"Credible, data-driven and actionable reporting of your training impact and talent programs are critical for making right investment decisions."
www.greenbookslearning.com
Measuring the Impact of eLearning: Turning Kirkpatrick’s Four Levels of Evalu...Lambda Solutions
Access to webinar recording here: http://go.lambdasolutions.net/webinar-growing-trend-of-open-source-learning
Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measurable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.
Co-hosted by Paula Yunker, with 30+ years of instructional design experience and certification in Kirkpatricks Four Levels Evaluation—this webinar will explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We’ll discuss how to implement learning evaluation that’s practical and provides value but isn’t complicated, time consuming or expensive. Paula will also share her favorite learning evaluation resources after the webinar!
Check out the slides to learn more about:
- Why learning evaluation is critical for business results
- Kirkpatrick’s four levels of evaluation explained
- Aligning learning to organizational goals
- Typical challenges implementing evaluation in an organization
- Practical strategies for implementing learning evaluation
- Our favorite learning evaluation resources
Developed by parenting and fatherhood experts, 24/7 Dad® is run by organizations across the nation serving fathers and families as 12, 2-hour sessions in a group setting or in a one-on-one home-based program, teaching men the characteristics they need to be good fathers 24 hours a day, 7 days a week. Research shows that 24/7 Dad® successfully changes fathers’ attitudes, knowledge, and skills- and is designed to equip fathers with the self-awareness, compassion, and sense of responsibility that every good parent needs.
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Measuring the Effectiveness of Training - Myth or Reality?Accord
The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
Measures that Matter: Capture and Communicate the Value of Learning ProgramsNoelle Akins
Presented at ASAE's Spark: The Art and Science of Learning Conference 2.14.18 by Noelle Akins, Senior Consultant, Navigator Management Partners
Can you demonstrate the value of your association's learning program to your target audience? Examine the measures that matter and how to use this data to inform future programming. Discuss key data points used to evaluate training effectiveness at five levels. Determine how, where, and when to capture evaluation data for all five levels in real-life scenarios and how to apply that data to improve future learning outcomes for your association.
View from the Learner's Perspective: ROI and the Triple Bottom Line of LearningAggregage
Find the webinar on demand here: https://www.elearninglearning.com/frs/12348884/view-from-the-learner-s-perspective--roi-and-the-triple-bottom-line-of-learning
Learners make an investment when they participate in learning initiatives - an investment that is often overlooked. Tradeoffs must be made. Their schedules, priorities, and even their colleagues’ schedules are impacted. Learners set aside their normal daily work with the hope that the content they're about to consume will be relevant, and that what they receive from the learning experience will be worth their investment of time, energy, and focus.
The Triple Bottom Line of Learning acknowledges the learner as a stakeholder in the learning process, who is just as important as the C-suite and the learning team. It provides a comprehensive approach to assessing a Return on Learning by looking at the unique returns and investments of all three of the parties involved. Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they continue in this series by addressing the third tier of the Triple Bottom Line of eLearning – the learners!
You’ll come away with answers to these questions (and more):
- How can I demonstrate that I value and understand my learners and their concerns?
- How does tracking Return on Learning impact learners and the effectiveness of their learning experiences?
- How can I broaden the understanding of all those who invest in learning (and who expect a return on that investment)?
Choosing a variable for measuring the impact of training in your organization can seem daunting. However, the probability of behavioral change is low if management, the trainee and the trainer are not on the same page. The Four Moments of Truth™ (4MOT) is a process for transforming learning into performance. In this session, learn about the blueprint that connects learning to behavior change and behavior change to tangible results.
Beyond Smiley Sheets: Measuring the ROI of Learning and DevelopmentKip Michael Kelly
The stock prices of companies rise more when employers invest more in employee training. Yet, learning and development professionals often struggle to obtain program funding because they lack metrics to confirm the programs’ impact. This UNC Executive Development white paper shows how HR and talent management professionals can demonstrate the bottom-line impact of L&D projects to senior executives. Specifically, it:• Reviews how to evaluate L&D programs on four key levels• Discusses the challenges in assessing value for new and existing L&D development initiatives• Offers suggestions for ensuring L&D evaluations reflect what executive leadership expects• Provides steps to consider when calculating the ROI of L&D development programs• Shares examples of companies that have effectively demonstrated the value of their L&D programsL&D programs make a bottom-line difference. This white paper helps HR and talent professionals show just how valuable that bottom-line difference is.
How to Measure the Impact of Soft Skills Training | Webinar 10.21.15BizLibrary
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills
www.bizlibrary.com
This webinar is specifically developed for anyone currently managing a computer center, librarians involved in computer-related programs, those who support digital literacy programs, or BTOP grant recipients. You will leave with an understanding of how to track the impact of your public access computers and computer training programs.
Developed by parenting and fatherhood experts, 24/7 Dad® is run by organizations across the nation serving fathers and families as 12, 2-hour sessions in a group setting or in a one-on-one home-based program, teaching men the characteristics they need to be good fathers 24 hours a day, 7 days a week. Research shows that 24/7 Dad® successfully changes fathers’ attitudes, knowledge, and skills- and is designed to equip fathers with the self-awareness, compassion, and sense of responsibility that every good parent needs.
Adapting and implementing evidence-based interventionsGrace Lee
The Design Team at Playworks broadens reach and deepens impact by adapting evidence-based interventions and refining new services to be scalable and sustainable. In this presentation, service designers Grace Lee and Susannah Staats share bright spots and common obstacles to real-world implementation of interventions – from building detailed logic models to piloting new service ideas.
Measuring the Effectiveness of Training - Myth or Reality?Accord
The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
Measures that Matter: Capture and Communicate the Value of Learning ProgramsNoelle Akins
Presented at ASAE's Spark: The Art and Science of Learning Conference 2.14.18 by Noelle Akins, Senior Consultant, Navigator Management Partners
Can you demonstrate the value of your association's learning program to your target audience? Examine the measures that matter and how to use this data to inform future programming. Discuss key data points used to evaluate training effectiveness at five levels. Determine how, where, and when to capture evaluation data for all five levels in real-life scenarios and how to apply that data to improve future learning outcomes for your association.
View from the Learner's Perspective: ROI and the Triple Bottom Line of LearningAggregage
Find the webinar on demand here: https://www.elearninglearning.com/frs/12348884/view-from-the-learner-s-perspective--roi-and-the-triple-bottom-line-of-learning
Learners make an investment when they participate in learning initiatives - an investment that is often overlooked. Tradeoffs must be made. Their schedules, priorities, and even their colleagues’ schedules are impacted. Learners set aside their normal daily work with the hope that the content they're about to consume will be relevant, and that what they receive from the learning experience will be worth their investment of time, energy, and focus.
The Triple Bottom Line of Learning acknowledges the learner as a stakeholder in the learning process, who is just as important as the C-suite and the learning team. It provides a comprehensive approach to assessing a Return on Learning by looking at the unique returns and investments of all three of the parties involved. Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they continue in this series by addressing the third tier of the Triple Bottom Line of eLearning – the learners!
You’ll come away with answers to these questions (and more):
- How can I demonstrate that I value and understand my learners and their concerns?
- How does tracking Return on Learning impact learners and the effectiveness of their learning experiences?
- How can I broaden the understanding of all those who invest in learning (and who expect a return on that investment)?
Choosing a variable for measuring the impact of training in your organization can seem daunting. However, the probability of behavioral change is low if management, the trainee and the trainer are not on the same page. The Four Moments of Truth™ (4MOT) is a process for transforming learning into performance. In this session, learn about the blueprint that connects learning to behavior change and behavior change to tangible results.
Beyond Smiley Sheets: Measuring the ROI of Learning and DevelopmentKip Michael Kelly
The stock prices of companies rise more when employers invest more in employee training. Yet, learning and development professionals often struggle to obtain program funding because they lack metrics to confirm the programs’ impact. This UNC Executive Development white paper shows how HR and talent management professionals can demonstrate the bottom-line impact of L&D projects to senior executives. Specifically, it:• Reviews how to evaluate L&D programs on four key levels• Discusses the challenges in assessing value for new and existing L&D development initiatives• Offers suggestions for ensuring L&D evaluations reflect what executive leadership expects• Provides steps to consider when calculating the ROI of L&D development programs• Shares examples of companies that have effectively demonstrated the value of their L&D programsL&D programs make a bottom-line difference. This white paper helps HR and talent professionals show just how valuable that bottom-line difference is.
How to Measure the Impact of Soft Skills Training | Webinar 10.21.15BizLibrary
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills
www.bizlibrary.com
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multicolor12-jack-phillips-roi-static-4x3.pptx
1. JACK PHILLIPS ROI
Phillips ROI Methodology
Reaction/Satisfaction
ROI
Impact
Implementation
Learning
Did the learning
investment payoff?
Did the learning impact
business results?
Did the learners deploy
the learning on the job?
Did the learners learn
from the content?
Did the learners like
the program?
Source – www.Lynda.com
2. JACK PHILLIPS ROI
Jack Phillips ROI Working
1. Collecting
Pre-Program
Data
5. Tabulating
Program Costs
7. Identifying
Intangible
Benefits
4. Converting
Data to
Monetary
Value
2. Collecting
Post-Program
Data
3. Isolating the
Effects of the
Program
6. Calculating
the Return on
Investment
Calculating the Return on Investment
ROI
Net Program Benefits
Program Costs
=
3. JACK PHILLIPS ROI
Five Levels of the Phillips ROI Framework
What are the participant’s reactions to the program,
and what do they plan to do with the material?
What skills, knowledge, or attitudes have changed, and by how much?
Was there a behavior change, and did the
participants apply what they learned on the job?
Did the on-the-job application produce measurable results?
Did the monetary value of the results exceed the cost for the program?
Reaction,
Satisfaction &
Planned Action
Learning
Job Application &
Implementation
Business
Impact
Return on
Investment (ROI)
4. JACK PHILLIPS ROI
Enter your sub headline here
Reaction- Learner satisfaction
ROI - Return
on training
investment
Behavior- Learner's behavior
change post-training
Results- Measurable
impact on performance
Learning- Knowledge transferred to learners
