B-Slate Measurement, Evaluation and Monitoring Services

Employee and Manager Learning and Development Programs Measurement and Evaluation
 
Would you like to know if you are using the right kind of measures to evaluate the learning and development success of your training programs? Do you believe you need clear, insightful answers to these questions:

How can productivity be measured in learning and development programs? 

What kind of training and workshops will make your employees more productive?

How effective are the training programs in contributing to your profitability objectives?

 
Contact us to find out how BTI personalized services and web applications work with training and human resource managers to evaluate effectiveness of training programs in improving productivity and delivery to internal and external customers.  
 

 Critical Measures and Evaluation in  Learning and Development Success
BTI Services and web applications supports robust assessment of the impact of learning and development measurement and evaluation along the following levels:
 
Level 1: Training Perception  
Provides measures, analyses and reports on what learning participants value and changes they would like to see and why, by

  • Designing frameworks with client manager input to measure participant and facilitator expectations and perceptions before and after learning sessions

  • Analyzing whether expectations were met, what worked and what needs to change.  Reflects participant and facilitator input.  Analyzes trends observed across multiple surveys

  • Reporting to Learning and Development managers, facilitators and supervisors

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Level 2: Understanding

 
Supports analysis and reporting of what test scores and instructor/coach interviews say about each participant including:

  • reasons for actual scores being different from expectations

  • follow up required to bring those below and above expectations to exceed their current levels

  • what training programs, facilitators and participant selection changes may be required to ensure more consistent performance to expectations

  • trends observed across multiple courses

  • additional surveys and interviews that may be required for more understanding

Reports sent to Learning and Development management and participant supervisors and facilitators

 

Level 3: Behavior Change

Delivers measurement and evaluation of measurable results that can be attributed to training - do workshop/course participants see change in their behavior after the training; do others see a change in their behavior after the course?  Our services include: 
  • Measuring expectations of supervisors, participants and facilitators before training programs ( pre- course or training).

  • Measuring change in behavior perceived by participant and supervisor after training (post-course) and during follow-up

  • Analysis of the following

               - if expectations were met

               - deviations and reasons for divergence

               - drivers for deviation from expectations

               - how to improve negative and sustain positive deviations from expectations

               - trends observed across multiple surveys

Reports to Learning and Development management, supervisor/sponsors and participants

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Level 4: Return on Investment

Participates in the analysis and reporting work for ROI to assist Learning and Development management in evaluating how much was spent on workshops and training and how much measurable value was contributed due to them.  We can

  • Set up target participant groups for tracking results and specific expenses allocated (personnel and non-personnel) on a quarterly basis

  • Measure quarterly value added by target groups in measurable dollar terms

ROI measurement and evaluation is done periodically on a quarterly and annual basis for the entire set of training and follow up programs targeted at specific participant groups.  ROI is not easy to measure and evaluate on a per course basis.
Monitoring Value Added

BTI supports these phases of ROI evaluation for Executive roll up and can assist Management in the analysis of positive and negative deviations from expectations

Senior executive and management expectations matrix which can undergo changes periodically;

Stacking measurement and evaluation of training programs and courses against expectations matrix

Trends across quarterly and annual reports.

Continual measurement and evaluation naturally leads to a quarterly and annual learning and development monitoring score card for senior management and executives.  To be meaningful, such a score card should reflect the above.

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Case Study

Critical assessment of Employee and Manager Training Programs in a pharmaceutical organization

 

For details on Employee/Manager Satisfaction, Customer Satisfaction, Business Process Effectiveness Assessment

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