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Learning Circle 8: Learning ROI
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LEARNING CIRCLES ABOUT LEARNING NO. 8
LEARNING R.O.I.
RESEARCH PROBLEM:
MEASURING LEARNING AND DEVELOPMENT ACTIVITY MAY BE CHALLENGING. AS SUCH, HOW DO WE KNOW IF WHAT WE DO ACTUALLY HAS ANY EFFECT TOWARDS THE BUSINESS RESULTS?
1. The role of the L&D leader
2. Dichotomy of L&D ROI
3. Types of Learning
4. Ideas to measure different types of learning
PRE-WORK 2: WHAT SHOULD BE THE ROLE OF L&D LEADERS? – Podcast Opinions
WHAT DOES A BUSINESS PARTNER LOOK LIKE?
A
Learning and Development is part of the life of a business. In order for L&D to be valuable it needs to deliver measurable results that prove the effects of what has been implemented objectively. This means that L&D activities must have a direct representation on business outcomes. Any new L&D initiative should start with identifying how it will effect organisational results in a metric way. For example, before implementing a new training program on customer service, L&D leaders must be able to anticipate how the training will increase in a specific % the customer satisfaction scores (hard metric). It should not be up for subjective interpretations.
Learning and Development is part of a support business function. As such, the main goal of any L&D initiative is not to present a specific R.O.I; rather to show a correlation to business outcomes. This means it is impossible to really measure L&D activity in specific R.O.Is. Rather, it is better to identify possible correlations as effects of the implementation of a L&D initiative. For example, after facilitating a customer service program observing if the learners’ behaviour has improved as a result of attending the program is a way to demonstrate the effectiveness of that particular learning solution.
B
PERHAPS…
MEASURE R.O.I BASED ON
WE NEED TO
DIFFERENT THE TYPES OF
LEARNING
Pre-work 1:
Your THOUGHTS
XXXXXXXX
You have recently rolled out a training program to increase the skill level of the Food and Beverage team about sequence of service for breakfast, lunch and dinner based on the LQA standards. How would you measure the effects of the training vs the level of skill of the learners who participated?
Pre-work 1: After using systematic observations and business >Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18
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