Measuring the value and/or ROI of learning was and still a challenging dilemma that overwhelmed the L&D and HR practitioners, to address and demonstrate a robust measurement metrics that clearly identifies what the company needs, where they are now and where they are heading. The most used methodology to assess and evaluate trainings is the well-known Kirkpatrick model, which involves four levels of evaluation: Reaction, Learning, Behavior Change, and Results.
While this model has countless benefits, yet the common measurement of a training effectiveness doesn’t go beyond conducting surveys of attendees or counting how many employees completed courses rather than assessing whether those employees learned to contribute in improving their performance.
Understanding the ROI of learning is a journey that is never complete and the evaluation criteria and metrics are beyond the smile sheets , the challenges of having a proven outcome or experience is measurable depending on the company’s objectives and aligning it to their strategical priorities.
Here are some tips to understand how the learning ROI could be evaluated:
- Clarify the value. Find out what the overall objective is and what the company would identify as a metric of success; plan and align the learning experiences that will support the organization’s strategic direction.
- Shift the mindsets, from quality to results mantra. When you tend to “calculate” the ROI of learning, focus less on the quality of the experience and more on the effect of learning.
- Build a step-by-step case of learning ROI and calculate it continuously. Analyze the needs of you organization and develop strategic learning plans, prioritize them based on anticipated ROI.
- Communicate the story behind the numbers. ROI metrics and measurements tend assess what is working and what should be shelved or revamped.
We at Lumofy believe that by tying the curricula of learning experiences with a preplanned and approved success metrics and then measuring its impact on them, organizations could generate greater value from learning experiences and find useful insights to improve them constantly.
We are certain that involving key stakeholders with the L&D and HR practitioners in demonstrating the metrics and the anticipated value of the learning experiences will justify their investment and shall impact the employee’s engagement, productivity and revenue.