How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives? In this webinar we'll review: • Training metrics - where we've been and where we're going • How to determine goals and key indicators • How to create a measurement plan for your program www.bizlibrary.com

2. ?
How do you currently
measure your training
program and efforts?

3. WHAT WE HOPE YOU’LL
LEARN
Training metrics – where we’ve been
and where we’re going.
How to determine goals and key
indicators.
Five step process to create a
measurement plan.

4. BIZLIBRARY.COM
Overall spending on
employee training in U.S.
organizations is $70+ billion.
COMPANY SIZE (# of Employees)
$838 (10,000+)
$838 (500-9,999)
$1,888 (<500)
COST PER EMPLOYEE PER YEAR
$1,208
Smaller organizations typically
spend more per employee
than larger organizations.

5. KPI’S AND BENCHMARKS
How do you currently
measure success
Use existing data to set
benchmarks
Key performance indicators
for employees and the
organization

6. MEASUREMENT AND
BUSINESS
1951: EDWARD DEMING
The power of analytics
to drive improvement.
1954: PETER DRUCKER
The business of
management and the
knowledge worker.
1959: DONALD
KIRKPATRICK
Measuring the impact
and ROI of training.
1970: JACK PHILLIPS
Data-driven return on
investment.

7. KIRKPATRICK™ – PHILLIPS
MODEL
LEVEL 1
REACTION
participant
satisfaction
LEVEL 2
LEARNING
knowledge, skills
and attitudes
LEVEL 3
BEHAVIOR
Application
and on-the-
job learning
LEVEL 4
RESULTS
business
impact
LEVEL 5
RETURN ON
INVESTMENT
KIRKPATRICK PARTNERS LLC

8. THE COST OF ONE
GALLON OF GAS
2013: $3.61
1970: $0.36
1959: $0.25
2013: $271,600
THE AVERAGE COST OF A
NEW HOUSE
1959: $12,400
1970: $23,500
2013
1970
1959
SPUTNIK –
launch of first
manmade
satellite
FIRST FLOPPY
DISK
3D PRINTING
THEN AND NOW

9. It's not the that's right
that makes something
work; it's the that's
wrong that messes
everything up.
Measuring, Managing and Maximizing Performance
Will Kaydos
5%
95%

10. ISOLATION TECHNIQUES
SYSTEM/PROCEDURE
CHANGES
INCENTIVE/MOTIVATION
MANAGER
SUPPORT/ATTENTION
EXTERNAL FACTORS
EFFECT OF
LEARNING ON
IMPROVEMENT
TOTAL
IMPROVEMENT
AFTER
PROGRAM

11. TREND LINE ANALYSIS

12. CONTROL GROUP
Recruiters and Hiring
Managers Group 1
Recruiters and Hiring
Managers Group 2

13. OTHER METHODS
PARTICIPANT AND
MANAGER ESTIMATION
only as good as the
employees ability to provide
information
SENIOR MANAGEMENT
ESTIMATION
bias and simple human error
SUCCESS CASE METHOD
What did this person learn that was new? How
did this person use the learning on the job? Did
the usage help produce a worthwhile
outcome?

14. SUCCESS CASE METHOD
What, if anything, did
this person learn that
was new?
How, if at all, did this
person use the new
learning in some sort of
job-specific behavior?
Did the usage of the learning help to
produce any sort of worthwhile outcome?
1 2
3
SOURCE: Telling Training’s Story by Robert O. Brinkerhoff

15. TRAINING IMPACT
Manager Support
Opportunities to apply learning
on the job
Peer support
On-demand access
Leadership involvement

16. STEPS TO CREATE A
MEASUREMENT AND
EVALUATION PLAN
Focus and plan the evaluation.1
Create an impact model that defines potential results
and benefits.
2
Survey to gauge overall success versus non-success
rates.
3
Select success and non-success instances.4
Formulate conclusions and recommendations, value,
and return-on-investment.
5
5

17. FOCUS AND PLAN THE
EVALUATION
Identify performance areas
Engage all of the key
stakeholders
Clarify and define success
Establish the data points

18. SKILLS DEVELOPMENT PLAN
SKILL/
CAPABILITY
DEVELOPMENT
OPTIONS
MY
DEVELOPMENT
ACTION
TIMING
Leading meetings Video: Leading Meetings -
Create meeting behavior
expectations with your team
Gather with your
team to discuss
meeting
management and to
create meeting
expectations that
should be applied to
all team and project
meetings.
Review
monthly

19. CREATE A MODEL FOR
SUCCESS
Organizational Goals
Business Unit Goals
Employee Behaviors or Actions
Employee Skills or Knowledge

20. GAUGE OVERALL SUCCESS
VS. NON-SUCCESS RATES
WHICH STATEMENT BELOW BEST DESCRIBES YOUR EXPERIENCE SINCE
PARTICIPATING IN THE PERFORMANCE MANAGEMENT TRAINING?
• I learned something new, I have used it, and it has led to some very
worthwhile results.
• I learned and tried some new things but can’t point to any very worthwhile
results yet.
• While I may have learned something new, I have not been able to use it
yet.
• I already knew about and was doing the things this training taught.
• I don’t think I can really use what I learned in the training.
SOURCE: Telling Training’s Story by Robert O. Brinkerhoff

21. SELECT SUCCESS AND
NON-SUCCESS INSTANCES
MANAGER SUPPORTOPPORTUNITY TO
APPLY LEARNING
PEER SUPPORT
ON-DEMAND ACCESS TO
RESOURCES
SENIOR LEADER
INVOLVEMENT

22. RECOMMENDATIONS,
VALUE, AND ROI
Areas of increased
performance
The value of this increase
The costs to deliver value
Recommended
improvements to increase
value

23. REPORT: VALUE OF TRAINING ON WRITING SKILLS FOR
ACCOUNT REPRESENTATIVES AND
CUSTOMER SERVICE REPS
Goal: Reduce turn around time on bug fixes from
an average of 21 days to 10 days.
x x x x x x x
x x x x x x x
x x x x x x x
x x x x x x x
x x x

24. $1,155,000
80% OF THE BUGS REQUIRED A RETURN OF
THE WRITTEN REPORT TO THE REP FOR
CLARIFICATION.
$50 / DAY – OVER 6 MONTHS – 1,100 BUGS
VALUE:
The expected value to be gained is measured by using the average
revenue lost for each day the service is down for customers due to
sloppy or unclear written explanations of bugs to the programmers.

25. TRAINING COSTS:
Human Resources: $90,000
Reps: $300.000
Total = $390,000
VALUE ADDED FROM IMPROVED PERFORMANCE:
500 reps X $600/day/rep
Access to online writing courses including time to take and complete 5
courses each and successfully complete writing evaluations to prove
increased skills. 2 HR reps needed to administer program and build writing
evaluations.
IMPACT:
• Less than 10% of written reports of bugs
were returned for rewrites in 6 months
after program.
• Average bug fix reduced from 21 days to
12 days.
• Total bugs affected 1,210.
TOTAL VALUE GAINED:
$544,500 ON A $390,000 PROGRAM

26. 1. Focus and target training to directly address
organizational strategic initiatives.
2. Focus on employee success to improve performance
and change behaviors.
3. There are five key steps to create a measurement
plan – focus your efforts, create a model, compare
results, develop recommendations, outline value and
ROI.
KEY TAKE-AWAYS

27. RECOMMENDED RESOURCES

28. RECOMMENDED RESOURCES

29. WWW.BIZLIBRARY.COM/FREE-TRIAL
7,000+ COURSES . 25 TOPIC AREAS . UNLIMITED ACCESS

30. Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
#BIZWEBINAR