1. Converting Intangibles to Tangibles
Quantifying Intervention Benefits
Presented by:
Jennifer Moss, Ph.D.
Joe Hare, MS, PMP, CPLP
2. Summary
What well cover
Human Capital Investment
Case Study
Intangible and Tangible Benefits
Conversion Strategies
3. Learning and Development Investment
U.S. organizations spent $134.39 billion on employee learning and
development in 2007
Average direct learning expenditure per employeewas $1,103 per
employee in 2007
Increasingly, learning leaders are expected to articulate the
benefits and quantify if possible
Less than 5% of organizations actually measureintervention
effectiveness
4. Case Study
Human capital investments frequently have soft skill and technical
skill components
Couple recent examples
5. Intangible and Tangible
Intangible incapable of being perceived
Tangible treated as fact, real or concrete
6. Intervention Benefits
7. Hard and Soft Data Tangibles
Hard Data
Traditional measures
Objective
Easy to convert to dollars
Output
Quality
Cost
Time
Soft Data
Often subjective
Difficult to measure
More difficult to convert to dollars
Usually less credible and more contentious
8. Conversion Strategies
Output to contribution
Cost of high and low quality
Convert using employee time
Historical costs
Expert estimates
Industry data sources
Participant estimates
Linkage to other measures
Supervisor estimates
Training staff estimates
9. Conversion Strategies
10. Summary
What we covered
WLP Investment
Case Study
Intangible and Tangible Benefits
Conversion Strategies
11. Contact Information
Bellevue Universitys Human Capital Lab
http://www.humancapitallab.org/
Jennifer Moss, Ph.D, Lab Director [email protected]
Joe Hare, PMP, CPLP, Research Analyst [email protected]
