Business Relevant Ways to Convey Learning Impact to Executives

Business Relevant Ways to Convey Learning Impact to Executives

Jeffrey BerkChief Operating Officer

Agenda

April 10, 2023 2© 2011, KnowledgeAdvisors

Review elements that comprise balanced executive reporting metrics

Discuss core attributes on a learning leader report

Present key components of a business manager report for learning

Offer practical yet credible examples to link learning to business impact

About KnowledgeAdvisors


KnowledgeAdvisors will improve learning effectiveness within your organization.

For organizations that utilize learning and development to drive business outcomes

KnowledgeAdvisors offers a learning measurement solution …

That improves the effectiveness and business impact of learning.

About KnowledgeAdvisors


Sample Customers


Key Metrics


Reporting What’s ImportantOutcome Metrics - Business Outcomes Employee Contribution Margin Productivity Employee Retention Employee Engagement Profitability

Effectiveness Metrics – Program Performance Delivery Quality Knowledge Gain Application to Job Business Alignment Value

Efficiency Metrics – Cost and Activity # of Participants % of Employees Trained Total L&D Investment L&D Investment per Participant Courses Utilized Classes Conducted Instructors Utilized Locations Used


Strategic, Visible, Costly Programs

April 10, 20238

© 2009 KnowledgeAdvisors

Leadership Development • Leader Retention• Employee Engagement• Employee Retention• Leader Performance

Ratings• Leader Fiscal ManagementOnboarding Program• Time to Performance• Performance Rating• Employee Engagement• Participant Confidence • Competency LevelSales Training • Growth Rate• Profit Margin• Win Rate• Time to Close• Deal Size

Leadership Training`

Q1 2010 Q2 2010 Q3 2010 Q4 2010 Q1 2011

Effectiveness Rating

76% 80% 77% 75% 76%

Efficiency Rating 79% 78% 76% 78% 79%

Business Outcome Rating

74% 74% 70% 70% 71%

Talent Development Reporting Principles

Executive initiative championed by KnowledgeAdvisors and supported by leading organizations

Standard framework to measure learning: efficiency, effectiveness and outcome measures

Common terminology and metrics

Inspired by GAAPhttp://www.knowledgeadvisors.com/tdrp

Page: 9© 2011 KnowledgeAdvisors

Talent Development Reporting Process


Business Outcomes– Organizational goals– L&D’s impact on those goals

Effectiveness– Levels 1-5, timeliness

Efficiency– Costs– Volume (participants, programs, classes, hours)– Ratios– Utilization rates– Program and vendor management

Talent Development Reporting Principles

Apr 10, 2023 Page: 11© 2011 KnowledgeAdvisors

Learning Executive Reports

Business Executive Summary Report

Business OutcomesStatement

Learning Effectiveness

Statement

Learning EfficiencyStatement

Executive Reports

Statements

Data Sources

Learning Management

System

Other Sources (e.g HRIS, ERP,

CRM)

Financial Data

Evaluation System

Extract, convert and calculate Standard Measures

L&D Summary Report

L&D Program Report

L&D Operational Report

Business Outcomes

EfficiencyEffectivenessData Sets

Gu

idin

g P

rincip

les


Dashboards, Scorecards, Statements

L&D Summary Report


L&D Executive Report


Narrative Text and Charts Multiple Views

Audience L&D Executives L&D Management

Discuss it 90 minutes Quarterly meeting

Business Executive Report


Narrative Text and Charts Multiple Views

Audience Business Executives Line Management

Discuss it 90 minutes Quarterly meeting

Dashboard Case Study


Background: Commercial insurance company

Business Issue: Visual, concise place for learning metrics

Analytics Solution: Leveraged dashboards to build custom, robust solution

Analytics Results: Real-time access to impact, cost, cycle-time, satisfaction, quality and volume dashboards.

SAMPLE DATA

Executive Tab


SAMPLE DATA

Quality Tab


What we learn Ensure performance is consistent over time and compare most

recent quarter’s performance to the norm Overall survey scores, quarterly fluctuation, scores by curriculum

area Instructor ratings, identify areas to improve Overall instructor & course scores against benchmarks Top/bottom rated courses based on courseware scores and

associated comments

SAMPLE DATA

Six Approaches to Align Learning to Impact


Smart Sheets

Human Capital Approach

Advanced Business Results Evaluation

Business Impact Templates

Actual Results Correlations

Typically employs surveys

Requires actual results data and advanced analysis techniques

Causal Modeling

Complex

Simple

Low Investment

High Investment

Once you determine Business Impact what analysis is appropriate, select a method:

Smile Sheet to Smart Sheet


Smart Sheet in Practice


Review programs that aren’t providing impact to the business

“We need our measurement tools and process now more than ever; if we don’t have access to this data, how will we be able to make intelligent decisions on what to cut?”

- KnowledgeAdvisors Client

Business Results Evaluation Approach


Business Impact Template in Practice


Background: Large CPG based in Canada, sales training

Business Issue: Visible sales program, requested to link between it and sales results

Analytics Solution: Used process to evaluate sales change and impact training had on sales

Analytics Results: 7% increase in sales, 20% of the increase was due to training, this was a $74,000 increase per sales person when the training was $5000 per person

Actual Results Correlations


This is a method where actual results can be input or imported at an aggregate, periodic frequency. It is then correlated in time periods against training evaluation data for impact indicators.

The example below is from sales data and sale training.

Business Relevant Additional Examples


Simple Survey Asked high performers to rate their high

impact factors 92% effective supply chain 89% informal learning tools 73% formal learning programs 32% technology 14% compensation

Clearly learning contributes to high performance

Source: Dr. John Sullivan, Presentation at Analytics Symposium



Basic Correlation Correlate customer service scores with use of

learning tools and programs Identified high training use CSR (customer

service reps) based on tools used, programs completed and grouped into high and low use

Compared CSR customer satisfaction score with learning use

Results: Top 10% customer satisfaction were also in the high learning group, bottom 10% were in the low learning group.

Source: Dr. John Sullivan, Presentation at Analytics Symposium



Control Group (side by side) Determine if learning projects influenced

employee retention Employees with no learning projects

averaged a turnover rate of 21% Employees with 2 or more learning

projects averaged a turnover rate of 2% Clearly the control group vs. learning group

shows a differenceSource: Dr. John Sullivan, Presentation at Analytics Symposium

Measurement Sustainability

April 10, 2023 28© 2011, KnowledgeAdvisors04/10/2023 © 2010 KnowledgeAdvisors

Processes

Standards, Tools

Technology

Data Utilizatio

n

• Established and consistent processes, technologies and communications for measurement

• Broad base of skills in analytics and measurement and strong capabilities in end-to-end measurement methods

• Standardization for a consistent and single point of analytics with integration to and from feeder systems

• Roles and accountabilities for metrics are defined with consistent expectations on what should be measured.

• Strong desire to use the data for decision making

• Maturity in how data is reported and used to improve end to end talent processes

• Strong leadership for driving measurement with governance to support it.

• Standards have been created for data collection• Data integrity exists

• Culture supports and drives need for standards and common talent development processes and measurement

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Processes

Standards, Tools

Technology

Data Utilization

Skills / Behaviors

Leadership

Roles

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Contact InformationFor further information on the information contact:

Jeffrey BerkChief Operating Officer+1 312 [email protected]

mailto:[email protected]