Today's learning professionals must be able to connect their initiatives to organizational strategy. Review a sample project that extrapolates evaluation results from one part of a company across the whole organization and use that project as a guide for completing the same action with one of your own programs.
- As trainers, it's important for us to tie our training…to organizational success.…That leads us to the sixth key action…in the ATD Competency Model,…which is Applies Learning Analytics.…This means finding a way to tie…the outcomes of the evaluation project…to broader strategic issues.…Let's look at the Interviewing Skills workshop…we've been using as an example throughout this course.…Here's an example of how we can tie this program…to bigger organizational needs.…We did the training in the Midwest Region…and had great results.…
But, we did not do the training in the other three regions.…Imagine what would happen, if we did the training…for supervisors in those regions too.…Here's how many new hires each region will need per year,…to replace employees who leave within their first 90 days.…We can see the numbers at their current turnover rate…compared to what the number would be…if each region reduced turnover down to 15%.…We'd end up hiring 202 fewer employees per year,…if each region hit the 15% target.…
Now, it costs approximately five thousand dollars…
Check the exercise files for sample evaluation plans, reports, checklists, and worksheets that you can use to evaluate your own employee development program.
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- Common learning assessment models: Kirkpatrick, Phillips, Brinkerhoff, and alternatives
- Identifying expectations
- Collecting data
- Analyzing data
- Making recommendations