Is anyone familiar with Bersin Associates "High Impact Learning Measurements" framework?

Hi,
What I have noticed works is to start with a broad-brush approach i.e. rather than putting together an elaborate finely-graded system up front, keep things simple and based on checklists/compliance. An example of this would be to put 5 items up for scoring for the first year such as:
are there/are there not development plans (1/0), are evaluation sheets kept for every person who attends training in the dept?,
is the average training/learning days per person in the dept greater than 4? etc.

Doing it like this for 6 months to a year gets department heads into the idea of measurement, helps them to feel successful and throws up the big issues (errant departments?) first.

After 6 months to a year is then a good time to report on the results from above and fine-tune the measuring system for the next time around (which I believe is where a lot of the theory books then come in useful).

All the best,

If you are going to refer to Kirkpatrick, I recommend balancing it with Brinkerhoff's critique of that model in the book High Impact Learning.

(just a fan of the book - I have no affiliation with the author, publisher, etc...)