A short presentation on how to make/create more measurable learning experiences, and introducing the Learning Locker learning record store (LRS).
Find out more at www.ht2labs.com/learning-locker.
2. Ben BettsMaking Learning Measurable
“Companies pay lip service to the importance of
developing skills, but have no evidence to quantify
the value of their investment.”
McKinsey & Company (2014)
3. Ben BettsMaking Learning Measurable
Only 13% of companies track training
programs ROI beyond participant feedback
Building Capabilities for Performance, McKinsey & Company Survey (2015)
4. Ben BettsMaking Learning Measurable
1 in 5 companies don’t measure the impact of
training in any form at all
Building Capabilities for Performance, McKinsey & Company Survey (2015)
5. Ben BettsMaking Learning Measurable
Just waiting to see the patterns data shows is
unlikely to yield productive responses
6. Ben BettsMaking Learning Measurable
Time to start asking the right questions…
OK: Is on onboarding training effective?
Better: How can we reduce our time to
competency from 60 days to 30 days for job role
‘X’?
Be specific in your demands; align them with your strategic priorities
16. Ben BettsMaking Learning Measurable
Where to start with xAPI?
40+ page FREE guide to xAPI
Pick up your copy here today!
https://www.ht2labs.com/xapi-guide
17. Ben BettsMaking Learning Measurable
Visit www.ht2labs.com or email me at: ben@ht2labs.com
Ben Betts
GET A DEMO, START
A TRIAL RIGHT
HERE, TODAY
Editor's Notes
Just waiting to see the patterns data shows… is unlikely to yield productive responses
Just waiting to see the patterns data shows… is unlikely to yield productive responses
Campaign Learning is the name we give to our more agile approach to corporate learning and development.
Training is no longer some one off event that gives individuals the skills they need to perform their job forever. If it takes months to build and deliver the perfect course it will be out-of-date within moments of going live, especially in high-growth knowledge businesses. And, worse still, it will be years before you can measure impact (there probably won’t be any impact, just a legacy of content sitting on the shelf waiting to be viewed).
The best companies are encouraging their employees to develop their skills continuously, aligning the learning offering with strategic priorities and customer demand.
They plan a campaign around these priorities, use a range of tools to inspire, instruct and implement change, then look to measure the impact in real-time.
Plan > Do > Measure.