Many learning interventions, whether they are simple training programs or complex workshops involving multiple touchpoints, fall short of getting sufficient endorsement from business leaders. There can be several reasons & those might vary case to case, but one of the biggest issues with learning engagements is lack of data and supporting analytics to back the effectiveness of intervention.
Most large enterprises allocate more than 25% of the enterprise’s L&D budget for Technical skills development employees and partners (field sales & service), that is, annual technical training spend per employee (including hidden costs) varies anywhere between INR50,000 to INR4,00,000 depending on nature of business (technical or non-technical).
Usually technical skills have a high direct impact on top line performance and customer’s perception about brand, product & service quality. Luckily, they are also one of the easiest candidates to assess ROI.
Some of the common questions that business leaders ask are:
To this means, L&D leaders stumble on the following:
Kirk Patrick model for evaluating L&D interventions is a popular go-to technique for this program:
Obviously, all of them have their own pros and cons.
It is not possible to measure at Kirk Patrick Model L4 for all interventions and not necessary too.
As we live in a digital-data world, it lends itself to applying innovative methods and techniques to perform deep analysis and gain insights about the effectiveness of learning interventions and it improve learner’s engagement.
Here are few technology & analytics driven techniques:
And key steps to assessing ROI for L&D interventions are as follows:
Using a structured and well-thought through approach, L&D effectiveness and ROI can be improved drastically.
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