Hello, we currently have a certification program for employees to earn by, for example, taking online courses, rotating jobs, attending webinars, writing white papers, etc. My question is how to fairly determine how much credit should be given for the various types of learning methods. Has anyone developed a framework for calculating the value of these types of training efforts?

Sally.

Do you have boundaries or standards as to which types of trainings/activities will "count" and which won't? Perhaps identifying these boundaries would be a good first step to eventually calculating what the value is for each type of activity or training that your employees participate in.

Also, is the certificate program specific to a certain learning objective or is it just training for trainings-sake? This might also help identify the value of the trainings/activites.