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Learning Evaluator

Learning Evaluator:

analyse, inform, transform

Analyse the effectiveness of your Learning & Development Programs

Learning Evaluator is a web-enabled measurement process used to track any Learning & Development program. It provides you with information on the effectiveness, impact and value of either behaviour or new skills application in the workplace, during and after implementation of a L&D program.

Learning and Development Programs aligned to the challenges of your business

Businesses and shareholders are no longer just concerned with productivity and efficiency but also the challenge of providing sufficient skilled staff - in a skills shortage - to meet customer demand and replace the potential knowledge loss of retiring baby boomers.

Additionally:

  • The cost of recruitment is high.
  • The risk of recruiting the wrong person is higher in a tight labour market.
  • Successful and measurable development to retain existing staff is both the lower cost and lower risk option.
  • Greater investment in L&D means increasing scrutiny.

Limited Research

In 2004 American Society for Training and Development study, 74 per cent of US companies evaluated training at Kirkpatrick’s level one (reaction); 31 per cent at level two (learning); 14 per cent at level three (behaviour); and only 8 per cent at level four (results)1.

Research published by the UK's British Learning Association in May 2006 found that 51% of respondents said that learning and training was evaluated several months after the learning or training intervention.

Tried and true methodologies already exist that enable businesses to effectively measure their L&D – so why aren’t they using them?

  • Information related to Kirkpatrick’s Levels 1- 4 are often collected across business responsibilities and lines.
  • The data is fragmented, complex and hard to collate.
  • Measurement occurs mostly for individual events.
  • Businesses experience difficulty measuring the effectiveness of L&D to strategic goals compared to measuring other asset expenditure.

Focus on the Business

Emphasises the importance of developing the skills, behaviour and knowledge within a business by providing data aligned to business goals which reflect the existing learning and development strategy

Where the business benefits

Brings alignment between L&D managers and executives to focus on tracking progress towards agreed common goals

Improves decision making

Ensures executives in the organisation can have instant online access to essential information for decision making

Tracks progress

Encourages scrutiny of individual learning and development programs through an easy to use, interactive interface

What skills, behaviour & knowledge have been developed?

Identifies where managers are acting to coach and support participants to enable them to apply new skills and behaviour in their workplace environment

Was the program of value?

Provides the basis for future learning and development planning by identifying where a program is effective, where differences exist and what are the emerging issues

Recognises the importance of learning and development by profiling any learning and development program within a business

How do we compare?

Provides the evidence to build a compelling case for upgrading or improving current learning and development strategies

Provides an objective framework for trainers to identify where their programs are effective and could improve

Use Learning Evaluator to:

  • Track and objectively measure impact and effectiveness of L&D related to the business goals
  • Measure all L&D not individual events
  • Identify evidence early, while L&D programs are in progress, for value, impact and effectiveness
  • Identify where participants are improving, understand how they are improving and how it impacts the business
  • Gather information to support the planning of future learning and development programs
  • Access measurement data without filtering by gatekeepers
  • Provide objective performance feedback to training professionals and providers
  • Overcome the variations in L&D quality
  • Identify "problem" areas to focus attention
  • Build an ongoing knowledge bank of what L&D is effective for your business, your people and your shareholders


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