As we approach a new year, learning measurement seems to be on the wish list of many L&D professionals. As a result, we wanted to share three goals for learning measurement. These goals can form your strategic objectives and guide your measurement process.
Goal #1. Link learnings value to the business. Do this in a practical way by leveraging talent and business outcome indicators. Outcome indicators are evaluation questions tied to desired business and talent outcomes. First, identify the desired outcome for each strategic program, then ask participants if the program helped achieve that outcome. Examples of outcome indicators are: Did you find this useful at the moment of need? Are you a better leader as a result of this program?
Goal #2. Optimize measurement to create a continuous improvement process. Measurement is not just about validating learnings link to impact. It is about a culture committed to being data-driven in its decision-making. Continuous improvement embraces data regardless of whether it shows positive or negative impact. The culture should focus on developing talent better tomorrow than it did today.
Goal #3. World-class executive reporting. Focus on the top 3 to 6 business priorities based upon executive feedback, turned into evaluation questions and operational data trends and control groups. This helps executives understand if programs are meeting their expectations without getting too detailed for their needs.
If you want to learn more about a model to measure learning go to Net Impact System.
The Performitiv Team