The Value of Competencies

Prove It! Part III
Stay Tuned….
Housekeeping
All About the Results
The PROOF
A D D
Analysis
I
Implement
Design
Development
E
Evaluate
2 Forms of Evaluation
Formative
• Ongoing
• Each phase of ADDIE
• Final form
Summative • Determine overall success
Kirkpatrick Revised
©2010-2012 Kirkpatrick Partners, LLC. All rights reserved. Used with permission.
Don’t Gamble
Level 4 Results
To what degree targeted outcomes occur as a result
of the training event and subsequent reinforcement.
Leading Indicators
•
•
•
•
Short term observations & measurements
Are critical behaviors on track?
Evidence
Key to success
Hard Data vs. Soft Data
Hard Data Indicators
•
•
•
•
•
•
•
•
•
•
•
•
Increased Closing Ratios
Increased Occupancy
Improved Audit Scores
Improved Shopping Scores
Improved Customer Satisfaction Survey Results
Improved Associate Satisfaction Survey
Follow-up Response Time
Time to Complete Service Requests
Time to Make Ready an Apartment Home
Reduced Employee Accidents
Employee Turnover/Tenure
Increased Customer/Employee Referrals
Soft Data Indicators
•
•
•
•
•
•
•
•
•
Employee Satisfaction
Employee Morale
Improved Communication
Reduced Stress
Decision Making Quality
Conflict Resolution Effectiveness
Better Interviewing Skills
Improved Leadership Skills
Increased Confidence
ROE – Return on Expectations
The ultimate indicator of value
What a successful training initiative delivers to
key business stakeholders demonstrating the
degree to which their expectations have been
satisfied.
ROI – Return on Investment
Monetary value of training
The ratio of money gained or lost on training
investments relative to the amount of money
invested. ROI is usually expressed as a percentage.
Basic ROI Formula
ROI
=
NET Program Benefits
X
100
Program Costs
*NET Program Benefits =
Monetary Benefits – Training Costs
ROI - Example
•
•
•
•
New Safety Training Program
Accident rate declines 10 percent
Yields annual savings of $200,000
Training program costs $50,000
Results
NET Program Benefits
$200,000 – $50,000 = $150,000
$150,000
$50,000
X 100 = 300%
Every $1 invested earned $3
It’s Complicated
When to Calculate ROI
•
•
•
•
•
•
•
A long program life cycle
Link to organizational goals/strategic objectives
Executive interest in the evaluation
High cost programs
Programs with high visibility
Programs with a large target audience
Tangible & quantified
Customer Service for Maintenance
Sales Training Program
All Maintenance Associates
All Office Associates
Developed Internally
Outsourced Custom Development
Leadership Training Program
Orientation Program
All RM’s, VP’s & Executives
All New Associates
Outsourced & Developed Internally
Developed Internally
ROE vs. ROI
Valueon
defined
byevidence
goals
Focus
results,
Quick
Should
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and
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andvalue
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and
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every
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approach
Can
Should
bedefined
complex,
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beformula
performed
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Focus
on
single
metric
Value
Isolated
approach
consuming,
when
warranted
and expensive
numeric
proof
calculation
results
“Everything that can be counted does not necessarily count;
everything that counts cannot necessarily be counted.”
Albert Einstein
What do Executives Want?
Executives Want to Know…
IsIsmy
workforce
it
making
a significant
Are we attracting
Ismore
it positively
Isstrategy
my
stronger,
Is
our
contribution
to our
and
retaining
top
investment
myleaders stable?impacting executed
AreIsmy
Is our culture
bottom line?
talent?
employee morale?
paying off?
profitability
coaching more
effectively?
being
increasing?
effectively?
enhanced?
Why Evaluate?
Improve the
Program
Maximize
Demonstrate
Organizational Goals Program Value
ROE
Effective Training
ROI
Training Effectiveness
Key Take Aways
Lets
Chat!
Cool!
And the winner is….
Next Episode
Q&A - Chat
Link to PDF
Let’s Talk Training – Design It, Deliver it and Prove it. Three Part Series
Recommended Resources
RECOMMENDED BOOKS
Evaluating Training Programs: The Four Levels (3rd Edition)
Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs
How to Measure Training Results : A Practical Guide to Tracking the Six Key Indicators
Training Needs Assessment: Methods, Tools, and Techniques
Training Design Basics (ASTD Training Basics)
Training on Trial
Transferring Learning to Behavior
ASTD Measuring ROI
ASTD's Best On Series
Crash and Learn
Facilitation Basics (ASTD Training Basics)
Adult Learning Basics (ASTD)
ROI Basics – ASTD Return on Investment
LINKS AND RESOURCES
Kirkpatrick Partners Website
Instructional Design Expert Website
Jim Kirkpatrick - Grace Hill Interview
Bloom's Taxonomy Measurable Verbs
New World Reaction Sheet
How to evaluate learning the Kirkpatrick model for the 21st century - blog post
Kirkpatrick Learning Evaluations Chart
1|Page
Grace Hill, Inc.
Let’s Talk Training – Design It, Deliver it and Prove it. Three Part Series
Recommended Resources
ASTD Infoline Digital Series: Assessing Needs and Evaluating the Design Process
ASTD Infoline - Basics of ISD Revisited - ADDIE
Cartoon Stock
ASTD Infoline – Level 3 Evaluation Application
Training Room Layout - article
Instructional Design & Training Blogspot
The ROI of ROI – Does ROI Always Make Sense?
IT Business Edge – Downloadable ROI Spreadsheet
Using "Return on Expectation" (ROE) to Quantify Results
Measuring ROI in Learning & Development pdf eBook
Level 5 Evaluation - ROI – ASTD Infoline
TOOLS/JOB AIDS
Blank Design Document
2|Page
Grace Hill, Inc.