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4 Effective Tips to Successful Training Measurement

4 Effective Tips to Successful Training Measurement

Mansoor Ahmad622 08-Dec-2019

Research continues to show that how crucial it is for L&D to align learning to business outcomes and to demonstrate that alignment to business partners. According to Deloitte, 95 percent of learning professionals are not proficient at utilizing data to align to the business, improve Learning & Development efficiency, or develop effective training. So based on years of experience and hundreds of projects, the following tips can help you make training measurement a crucial part of this alignment:

•    Consider it a Partnership

Stakeholders depend at least in part of Learning & Development results to accomplish their goals. Try to frame your conversations with them from the viewpoint of mutual advantage. And this shared mindset enhances the odds that you will unveil important data points to measure.

•    Get to know what and why are you Measuring

Take your time to understand the questions you are trying to answer so that you can be clear about what you will measure and why you are taking your time to collect the data. Remember, different purposes lead to different data- Are you measuring the quality of training manufacturing process? What are performance outcomes? What’s the impact?

•    Get to know who cares about which metrics and why

It is very essential to know your audience and business stakeholders care about the impact on their business; hence focus there first. Try to avoid blocking up the conversation with data and metrics found more on the Learning & Development operational measures, such as resource use, course use, and course completion. Both business and L&D metrics hold significance, however they matter for a variety of different reasons.

•    Connect Learning to Performance

Make sure you work with stakeholders and subject matter experts to connect learning measures with the performance measures to create a demonstrable connection. In other words, determine the dial that will move on the basis of training your provide. If moving enterprise software clients from an at-risk category to a positive one is the business goal, the employee performance decisions that have a direct impact on that goal might comprise of:


•    Active and efficacious monitoring of software performance
•    Early spotting of issues
•    Quick and high-quality troubleshooting
•    Symmetrical and timely response to the issues


Make attempts to work with the stakeholders to narrow down the focus to the performance and learning outcomes with the greatest impact across various dimensions, such as learning about and practicing troubleshooting, root cause identification, and symmetrical response using the real-world fact patterns.

And above all, try and make things as simple as possible. Linking learning to business metrics can help you demonstrate alignment and knowledge of the business and how it works- which ultimately builds credibility.



Mansoor is a digital marketing professional with over 4 years of experience. Presently, he is incredibly passionate about software, technology, website design, paid marketing, and content marketing.

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