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1. Training Effectiveness
The measurement challenge
Many learning professionals find it difficult to measure their performance and demonstrate value to senior
management. Increasingly, learning professionals are being asked to justify their
budgets. Senior management is asking whether or not training is relevant and to demonstrate its
positive impact on corporate goals. Unfortunately, too many learning professionals do not have answers to these
important questions.
In response to these challenges, successful leaders are seeking new ways to manage and measure performance by
tracking information across a broad transformation scorecard, identifying and tracking distinctive capabilities, using
integrated scorecards as part of the management process, and adopting new leadership and management styles.
For today’s training professional, metrics do matter. Evaluation and measurement are core elements in a systematic
approach that includes feedback as part of the process to determine whether the intended business outcomes are
achieved.
The Solution
Training effectiveness consulting services from GeoLearning is the solution. Provided in tandem with the deployment
of the GeoLearning Analytics technology solution (www.geolearning.com/geoanalytics), our learning consultants will assist your
organization to determine evaluation criteria and prepare an evaluation plan that will provide actionable data
and information.
GeoLearning can help your organization develop training effectiveness metrics that:
• Highlight where to revise training programs and support to address business needs.
• Assess the results (effectiveness) of the training for individual learners and groups, as well as at the business level.
• Indicate the degree to which your organization is achieving its business goals
relative to job performance.
• Provide a clear link between the vision, strategy and business goals and the
appropriate measurement systems.
The Five Levels of Measurement
GeoLearning can help you develop programs that address all five levels of learning measurement:
Level 1—Reaction: measures learners’ satisfaction with the program and captures planned actions.
Level 2—Learning: measures changes in knowledge, skills and attitudes (competency).
Level 3—Application: measures changes in on-the-job behavior.
Level 4—Business Impact: measures changes in business impact variables.
Level 5—Return on Investment: compares program benefits to the costs.
Key Benefits
Expected key benefits of implementing a training effectiveness program include:
• Decreased program costs.
• Informed decisions on funding, resource allocation, and training and development choices.
• Accountability at all levels within the organization.
• Important metrics on training’s impact on
the bottom line.

2. Key Outcomes
Human capital investments rarely appear on corporate balance sheets, and only then as an
expense and not an investment. So it’s not surprising that there’s little information on the
effectiveness of such investments. The absence of this information makes it challenging for
decision-makers to make well-informed choices about how much to invest in training, what types
of training to offer, and what training methods offer the greatest impact.
But according to the findings of several studies from the American Society of Training &
Development, training investments do translate into financial performance. Research indicates
companies that invest more heavily in training are more successful and profitable, and those
companies are more highly valued on Wall Street, and their market value is growing.
Critical Success Factors
For an effective evaluation design, a core set of activities to administer the measurement
instruments must be developed.
The design of these activities will specify how the measurements will be integrated into the
training process, and how the data will be analyzed.
Detailed information on the timing and extent of level of measurement must also be defined to
assess the value and worth of the training interventions