Very often, learning professionals are challenged to come up with justification for training investments by providing ROI figures. Let's be honest, its almost impossible to accurately calculate the ROI for learning. So many factors impact a learner's performance, it is difficult to credit or blame a training initiative for a change in performance, particularly as it relates to monetary measures.
A viable alternative to ROI is measuring ROE, or return on expectations. What do you expect people to DO differently after training? Can you measure that change in behavior? This, in most instances, is a much easier way to measure the success of a training initiative. Have you reduced the number of help desk calls? Have you increased the amount of time a sales representative spends in the field? Have you shortened the average call length for call center reps, or increased call center satisfaction ratings? All of these measurements in some way eventually turn into money...why not advocate the measurement of direct training outcomes as a true measure of a training initiative's "worth" instead of the trickle-down ROI that can't as easily be controlled or claimed as a direct correlation?
People Analytics and Where it Plays
3 weeks ago