Anyone else come to the conclusion yet that pre-measuring business objectives (with $'s)before deciding on a training solution is the answer to the evaluation question? Waiting for level 4 or 'converting' to $ signs halfway through, to me, misses the whole point.
Pre-measurement done well removes the need for levels 1 to 3 but it is a principle not followed (or perhaps not understood?) by many contributors here.

Hi Paul,

I think you're right that measuring the delta on a specific business metric can be very valuable, and that planning measurement up-front is a great idea.

However, I'd suggest that that there is not a single answer to "the evaluation question" because there are multiple questions. I'd suggest that the kind of measurement should be determined by the decision we're trying to make.

If I'm looking at doing a redesign of a program, Level 2 could highlight areas where I need to revamp. Level 3 could help me target additional transfer support or identify barriers to application in the workplace.

Setting aside questions of correlation and causation, Level 4 is a lagging indicator. It tells me the current $ impact to-date, but doesn't tell me how I'm doing mid-course, or how to improve my trajectory.

Best,
Sean

Paul Kearns,

If you mean by assessing among suitable
business alternatives prior to commitment, (which training is but one). Sure, training is a business decision.


Nero

I’m siding with Sean K. - that you are right that measuring the changes on a specific business metric can be very valuable, and that planning measurement up-front is a great idea. AND that there is not a single answer to "the evaluation question".

I also would like to caution that measurement, stats, and numbers WITHOUT demonstrating a connection to the training can lead you to incorrect conclusions that the training had an effect or not.

Hi guys,

pre-measurement is about establishing a baseline before the word 'training programme' is mentioned. When I refer to pre-measurement I ask 2 very specific questions: -
1. What measure do we have for how the prospective trainees are currently performing before we start the training? (and if the answer is we do not have these measures then no training need has been established)
2. If we do the training and it works perfectly how much value will it add? (how much more in $'s from more sales or less operating costs?

Without satisfactory pre-measurement answers to these the probability of the training adding anything is very low and commitment levels from everyone concerned is questionable.