? How do you currently measure your training program and efforts?

WHAT WE HOPE YOU’LL LEARN

Training metrics – where we’ve been and where we’re going.

How to determine goals and key indicators.

Five step process to create a measurement plan.

BIZLIBRARY.COM

Overall spending on employee training in U.S.

organizations is $70+ billion.

COMPANY SIZE (# of Employees)

$838 (10,000+)

$838 (500-9,999)

$1,888 (<500)

COST PER EMPLOYEE PER YEAR

$1,208

Smaller organizations typically

spend more per employee

than larger organizations.

KPI’S AND BENCHMARKS

How do you currently measure success

Use existing data to set benchmarks

Key performance indicators for employees and the organization

MEASUREMENT AND BUSINESS

1951: EDWARD DEMING

The power of analytics

to drive improvement.

1954: PETER DRUCKER

The business of

management and the

knowledge worker.

1959: DONALD KIRKPATRICK

Measuring the impact

and ROI of training.

1970: JACK PHILLIPS

Data-driven return on

investment.

KIRKPATRICK™ – PHILLIPS MODEL

LEVEL 1

REACTION participant

satisfaction

LEVEL 2

LEARNING knowledge, skills

and attitudes

LEVEL 3

BEHAVIOR Application

and on-the-

job learning

LEVEL 4

RESULTS business

impact

LEVEL 5

RETURN ON INVESTMENT

KIRKPATRICK PARTNERS LLC

THE COST OF ONE GALLON OF GAS

2013: $3.61

1970: $0.36

1959: $0.25

2013: $271,600

THE AVERAGE COST OF A NEW HOUSE

1959: $12,400

1970: $23,500

2013

1970

1959

SPUTNIK –

launch of first

manmade

satellite

FIRST FLOPPY

DISK

3D PRINTING

THEN AND NOW

It's not the that's right that makes something work; it's the that's wrong that messes everything up.

Measuring, Managing and Maximizing Performance Will Kaydos

5%

95%

ISOLATION TECHNIQUES

SYSTEM/PROCEDURE CHANGES

INCENTIVE/MOTIVATION

MANAGER SUPPORT/ATTENTION

EXTERNAL FACTORS

EFFECT OF LEARNING ON IMPROVEMENT

TOTAL IMPROVEMENT

AFTER PROGRAM

TREND LINE ANALYSIS

CONTROL GROUP

Recruiters and Hiring Managers Group 1

Recruiters and Hiring Managers Group 2

OTHER METHODS

PARTICIPANT AND MANAGER ESTIMATION

only as good as the

employees ability to provide

information

SENIOR MANAGEMENT ESTIMATION

bias and simple human error

SUCCESS CASE METHOD

What did this person learn that was new? How

did this person use the learning on the job? Did

the usage help produce a worthwhile

outcome?

SUCCESS CASE METHOD

What, if anything, did this person learn that

was new?

How, if at all, did this person use the new

learning in some sort of job-specific behavior?

Did the usage of the learning help to produce any sort of worthwhile outcome?

1 2

3

SOURCE: Telling Training’s Story by Robert O. Brinkerhoff

TRAINING IMPACT

Manager Support

Opportunities to apply learning on the job

Peer support

On-demand access

Leadership involvement

STEPS TO CREATE A MEASUREMENT AND EVALUATION PLAN

Focus and plan the evaluation. 1

Create an impact model that defines potential results

and benefits. 2

Survey to gauge overall success versus non-success

rates. 3

Select success and non-success instances. 4

Formulate conclusions and recommendations, value,

and return-on-investment. 5

5

FOCUS AND PLAN THE EVALUATION

Identify performance areas

Engage all of the key stakeholders

Clarify and define success

Establish the data points

SKILLS DEVELOPMENT PLAN

SKILL/ CAPABILITY

DEVELOPMENT OPTIONS

MY DEVELOPMENT

ACTION

TIMING

Leading meetings Video: Leading Meetings -

Create meeting behavior

expectations with your team

Gather with your

team to discuss

meeting

management and to

create meeting

expectations that

should be applied to

all team and project

meetings.

Review

monthly

CREATE A MODEL FOR SUCCESS

Organizational Goals

Business Unit Goals

Employee Behaviors or Actions

Employee Skills or Knowledge

GAUGE OVERALL SUCCESS VS. NON-SUCCESS RATES

WHICH STATEMENT BELOW BEST DESCRIBES YOUR EXPERIENCE SINCE PARTICIPATING IN THE PERFORMANCE MANAGEMENT TRAINING?

• I learned something new, I have used it, and it has led to some very

worthwhile results.

• I learned and tried some new things but can’t point to any very worthwhile

results yet.

• While I may have learned something new, I have not been able to use it

yet.

• I already knew about and was doing the things this training taught.

• I don’t think I can really use what I learned in the training.

SOURCE: Telling Training’s Story by Robert O. Brinkerhoff

SELECT SUCCESS AND NON-SUCCESS INSTANCES

MANAGER SUPPORT OPPORTUNITY TO APPLY LEARNING

PEER SUPPORT

ON-DEMAND ACCESS TO RESOURCES

SENIOR LEADER INVOLVEMENT

RECOMMENDATIONS, VALUE, AND ROI

Areas of increased performance

The value of this increase

The costs to deliver value

Recommended improvements to increase value

REPORT: VALUE OF TRAINING ON WRITING SKILLS FOR ACCOUNT REPRESENTATIVES AND

CUSTOMER SERVICE REPS

Goal: Reduce turn around time on bug fixes from

an average of 21 days to 10 days.

x x x x x x x

x x x x x x x

x x x x x x x

x x x x x x x

x x x

$1,155,000

80% OF THE BUGS REQUIRED A RETURN OF

THE WRITTEN REPORT TO THE REP FOR CLARIFICATION.

$50 / DAY – OVER 6 MONTHS – 1,100 BUGS

VALUE: The expected value to be gained is measured by using the average revenue lost for each day the service is down for customers due to sloppy or unclear written explanations of bugs to the programmers.

TRAINING COSTS:

Human Resources: $90,000 Reps: $300.000 Total = $390,000

VALUE ADDED FROM IMPROVED PERFORMANCE: 500 reps X $600/day/rep Access to online writing courses including time to take and complete 5

courses each and successfully complete writing evaluations to prove

increased skills. 2 HR reps needed to administer program and build writing

evaluations.

IMPACT: • Less than 10% of written reports of bugs

were returned for rewrites in 6 months

after program.

• Average bug fix reduced from 21 days to

12 days.

• Total bugs affected 1,210.

TOTAL VALUE GAINED:

$544,500 ON A $390,000 PROGRAM

1. Focus and target training to directly address

organizational strategic initiatives.

2. Focus on employee success to improve performance

and change behaviors.

3. There are five key steps to create a measurement

plan – focus your efforts, create a model, compare

results, develop recommendations, outline value and

ROI.

KEY TAKE-AWAYS

RECOMMENDED RESOURCES

RECOMMENDED RESOURCES

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Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

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Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

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