Question, does anyone have an ROI model around capturing how an Excel L&D blended solution has provided business benefits? I am struggling since there isn't really a baseline to measure.
I.E. reduced time taken to previous perform, vs. new time- could show increased resource cost savings, etc. but have no baseline for before and after. We have metrics that matter and a post survey will go out after event to capture level 1, then 60 days afterwards to capture level 2 and 3. Any advice much welcomed.
AC

I would start with the specific learning objectives of the course iteself and measure level 2 data. What were the participants taught to do and can they do it successfully? Measure the success of the training 1st, then take a run at the blended learning piece.

For the blended learning, assuming the engagement was a success, you can compare it to what it would have cost if it was all classroom training. Was the online piece of the blended learning self-study? If so, don't forget to include cost avoidance of the employees' salary piece of not being in a classroom.

My experience with implementing blended learning solutions is to maintain focus on the delivery solution, and don't let impact of the training get in the way. Not that the impact is not important, but if you are trying to convince leaders to go with blended learning, show them the program taught the students to do what was intended, and it saved money by using the blended piece.

Now if the training didn't have a ROI impact, maybe the objectives of the course itself were not correct; but it doesn't mean blended learning failed.

Angie - you've said you have no baseline...forgive me, but I'm at a loss as to how you all knew you needed this particular solution in the first place if you didn't have a specific performance gap you were trying to address with it. If I'm misunderstanding what you wrote, and your project DID start with a specific performance gap that could be attributed to a lack of skill/knowledge, then you should be able to return to that gap and see if it has narrowed or widened.

Remember though - ultimately, performance (good, bad and ugly) has a whole lot to do with the individual, his manager, his team, his environment, etc. than any learning solution you may have provided to help fix it.

Hello, thanks for your advice. Sorry, I did leave out some important information. We did have a baseline measurement overall. What we didn't have was a baseline of the various elements within excel training, the 5 areas. We got it worked out though, as we crafted an assessment based upon the areas, with definitions and skill rating. Still subjective, but a really good tool that we could use before and after to gauge improvements in the gaps.
As you mentioned, I also believe there is a lot more to the transfer of learning. The crucial conversations amongst delegates and their line managers is key. All too often one goes back to work as business as usual and there is a risk of them not applying what they have learned.