HOW TO KNOW IF YOUR LEARNING PROGRAM IS WORKING
Anju Choudhary
Business, Operation, Talent and Strategy Leader | Keynote Speaker | Board Member | Media Contributor | DEI&B Champion | Certified Coach | Mentor
If you are in management, chances are you’ve heard of Peter Drucker.
Considered the father of modern management theory, Drucker emphasized the importance of people within organizations. He recognized that employees are not just resources to be managed but valuable assets that drive organizational success.
Many leaders credit Drucker with the corporate catchphrase, “People are our most valuable assets.”
He believed that investing in people through training, development, and empowerment is essential for achieving sustainable growth and competitive advantage. In response to his work, organizations around the world implemented learning and development programs to enhance the skills, knowledge, and abilities of employees to align with organizational goals and objectives.
And to his credit (and yours if you’ve already implemented an L&D program at your own organization), learning and development programs have seen phenomenal results, including:
WHAT DOES SUCCESS LOOK LIKE?
While the benefits of establishing a learning and development program within your organization are clear, L&D managers often wonder what success looks like. How can you tell that your learning program is working as you intended?
Sometimes, it’s easy to see what’s working. Here are some anecdotes:
But other times, L&D managers might need to look deeper to assess whether your corporate learning program is achieving its intended outcomes and making a positive impact on your organization. Here is what this might look like from beginning to end:
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Define clear objectives. Ensure that your learning program has specific, measurable goals aligned with your organization’s overall objectives. These could be improving employee performance, increasing productivity , reducing turnover, etc.
Evaluate participant engagement. Measure the level of participation and engagement in the learning activities. This can include tracking attendance, completion rates of courses/modules, and participation in discussions or interactive elements .
Assess knowledge retention. Conduct assessments or quizzes before and after training to measure how much knowledge employees have retained. This helps determine if the learning material is effectively communicated and understood.
Analyze performance metrics. Look at key performance indicators (KPIs) relevant to the learning objectives. For example, if the goal is to improve sales, monitor sales numbers before and after the training to see if there’s a positive impact.
Seek feedback. Gather feedback from participants through surveys or interviews to understand their perceptions of the program. Ask about the relevance of the content, the effectiveness of the delivery methods, and suggestions for improvement.
Monitor application of learning. Observe whether employees are applying the knowledge and skills gained from the program in their daily work. This could involve tracking changes in behavior, performance improvements, or successful implementation of new processes or techniques.
See how Equinix built a successful workplace safety program by encouraging employees to learn in the flow of work.
Compare results to benchmarks. Compare the outcomes of your learning program to predefined benchmarks or industry standards to determine its effectiveness relative to expectations. Benchmarks truly depend on your specific industry’s needs, but might include:
Iterate and improve. Use the data you’ve collected to identify areas for improvement and make adjustments accordingly. Continuous evaluation and refinement are essential for ensuring long-term effectiveness.
By following these steps, you can assess whether your corporate learning program is achieving its intended outcomes and making a positive impact on your organization.
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4 个月This is such a great recap! Thank you for putting it together - I'm sharing it with my team ??