Home > Topics > Return on Investment >

The Human Capital Return On Investment

A paper from Global Learning Alliance and Knowledge Advisors

Part 4 - Learning Measurement in Practice

Kirkpatrick's Four Levels and Phillips Fifth Level provide an acceptable form of training measurement. The Phillips ROI Model is also a detailed approach to conducting Impact Studies to help prove or disprove if a learning measurement program was a positive influence on the organization. The illustration below showcases a 3x5 learning measurement model to capture a balanced scorecard of learning metrics that range from the low cost/simple solution to the higher cost/ complex solution. Each may be applicable for different needs. Each is explained briefly below.

Learner Based

A measurement model that captures data from training participants at two distinct points during the learning process. The first point is directly after the learning interventio n (Post Event) where the main measurement focus is on Kirkpatrick's Level I - and Level 2 to gauge satisfaction and learning effectiveness. Because there is a high response rate to these data instruments it is also critical to capture indicators for advanced levels of learning such as Level 3 - Job Impact, Level 4- Business Results and Level 5 ROI. These indicators are in effect forecasting or predicting the future impact the training will have on the participant and the organization.

A second data collection point is a follow up survey conducted a period of time after the participant has been back on the job. This survey is meant to true up the forecast and predictive indicators of Levels 3, 4 and 5 by gathering more realistic estimates now that the part icipant is back on the job.

The approach is low cost if one leverages standard data collection instruments across their training and utilizes technology and automation to capture, process and report the collected data. Thus it can be used for all of your training, each time a participant takes a class to yield continuous measurements.

Manager-Based

This method has the same data collection points as the learner-based solution but adds a manager-based dimension. The manager of the participant attending training is another important data point. They can be sent an evaluation instrument timed when the participant receives a follow-up. The manager survey focuses on Levels 3, 4 and 5 of the Kirkpatrick and Phillips models therefore getting estimates surrounding job impact, business results and ROI from the manager's perspective. The manager survey also asks 'support' type questions to understand the on-the-job environment where the participant applied the training.

Due to the increased effort it takes to conduct and analyze manager surveys the cost and time to measure at this level is higher than the Learner-Based approach. But, with automation and technology to facilitate the dissemination, collection, processing, and reporting of the data, the cost and time can be minimal. The result is that it could be used on a continuous basis for every training event a participant attends. More realistically, it will be used on a periodic basis for more strategic programs where manager data is more relevant.

Analyst-Based

This approach uses significantly more comprehensive post event, follow up and manager surveys it also uses other analytical tactics that go beyond surveying. For example to analytically measure Level 2 - learning effectiveness a detailed test is designed and administered to participants. Due to the time commitment of conducting a significantly detailed data collection and analytical exercise the Analyst-Based approach is only used for about 5% of all training programs in the organization. Typically these programs are the more strategic or visible and have the budget to afford a more costly and time -consuming measurement exercise.

Part 3 < Back to Top > Part 5   

© 2004 Global Learning Alliance and Knowledge Advisors. Reproduced with permission. Any opinions or views contained in this article are solely those of the author and do not necessarily represent those of Training Reference.

Books for training professionals

• Bookshop home page
• Training evaluation books
• Training Needs Analysis (TNA) books

Source suppliers

Visit the Training Reference Directory to view supplier details for a wide range of courses, products and services. Related categories for this section include:

• Evaluation services
• Testing/assessment software

Sponsored links

Back to top