Training Measurement
Competence Formula
From my pals at Dictionary.com: competency means “sufficiency to satisfy the wants of life.” Isn’t that awesome? Perhaps a little more specific: competence is “the quality of being competent; adequacy; possession of required skill, knowledge, qualification, or capacity: He hired her because of her competence as an accountant.“ How appropriate that the example given is [...]
Level 3 Evaluation
For the learning measurement wonks (and you know who you are), it seems important to take a jab at the venerable Dr. Kirkpatrick today. For those who aren’t immersed in the learning measurement world, here’s the gist: Dr. Donald Kirkpatrick, way back in 1959, wrote his doctoral dissertation on the 4 Levels of learning measurement. [...]
Lead the Horse to Water
When you, as I do, find yourself talking about training measurement over and over, themes emerge. Some of these are so important that they get a certain rhythm in the telling…they are almost poetic. OK yes, I’m a geek for this stuff. I actually like talking about measurement in organizations, but still. The poetry makes [...]
Alignment with organizational goals
*Warning: this is a relatively unformed series of ideas (not uninformed…just unformed), so may appear to be rambling.* There is a constant effort to align training with organizational goals. It seems that alignment to organization goals is on a continuum, with training being developed completely in the absence of what the organization is trying to [...]
ADDIE & DMAIC: Two Sides of the Same Coin
Many of you are familiar with the ADDIE model of instructional design, yes? Analyze the audience, any current training or documentation, the organizational need. Design a training intervention…turn process documentation and tribal knowledge into useful training. Develop the intervention you designed…build web-based training, ajob aid, instructor-led training, etc. Implement the intervention…bring it to the people. [...]
Measuring the Assumptions
If we assume (and we do), that training has a positive impact on an organization’s goals, then the goal of a training measurement plan is to measure our assumptions about that impact wherever possible. We know that: Training enables knowledge and skill Knowledge and skill enable job performance Job performance enables business process success Business [...]
It’s ALL about the assumptions
I have to admit that this seems so basic to me and perhaps it comes from my time working with ADHD children when, as a caregiver, you take NOTHING for granted in your communication. I found these kids to be brilliant at finding loopholes (perhaps this is all kids). For those kids and for other [...]
Your New Training Measurement Strategy
Learning measurement has become mired in its own best intentions and is sinking. Everyone of us agree that there should be some significant measurement of the learning function. Why? To get a seat at “the table”! To protect our budgets! To calculate the ROI for the training dollars we DO spend! So we set about [...]
The Pepper Grinder Debacle
OK, so it wasn’t so much a debacle as a snafu, or maybe just a glitch. But the experience got branded on my psyche because it was so emblematic of what I believed about business. Intrigued? I’m reading The Goal (finally) by Eli Goldratt (thanks for the recommendation, Chris at Ceptara) and it made me [...]
Training Doesn’t Save Money…
…or make money; business processes do. Not a ton more to say about this other than to ensure that we differentiate the two. Admittedly, I currently make my living measuring the “business impact” of training, but in truth what I do is help clients measure the business processes that are supported by training. Training measurement [...]