In the modern business landscape, the significance of learning and development (L&D) is universally acknowledged as a catalyst for organizational success. However, proving these initiatives’
Are you looking to connect learning performance with business outcomes? Not sure how to use data to make decisions about your learning engagements? The task of measuring the impact of your learning investments is often challenging, especially with the perception that data might not be readily available—but that’s not necessarily true.
One of the most daunting challenges for learning teams is reporting the impact of learning. Your organization spends significant resources building learning experiences. Your learners invest a lot of time in the learning experiences you’ve created. How do you know whether they are making a difference? Sure, you have Kirkpatrick’s model. You know about measuring learner reaction and tracking progress on knowledge checks. But can you tie that to changes in their behavior? Can you report your findings to those who oversee your budget in a dashboard they can understand?
In the first of a series of 5 articles on measuring the impact of your L&D program, we discuss measuring the Return on Investment (ROI) of your learning program. In this article, you’ll read about what ROI is, how it operates and what its limits are. We’ll also highlight why we believe the “Triple Bottom Line” is a much better way to measure your learning impact. Enjoy!
