In a recent blog post titled: Are You Measuring the Business Impact of Your Employee Training Programs? we identified a 4 step process for demonstrating the value of your employee training programs through measuring business impact. Defining the problem that your training initiative is expected to address is the first step in measuring business impact. The goal of this step is to build a better understanding of both the business problem and the expectations of your training solution.
Business problems are often defined as either workforce issues or operational issues. Workforce issues can include, for example, lack of skill sets, competencies or credentialing, or onboarding issues and even employee turnover costs. Operational issues might include improvements in productivity, safety, quality, or customer satisfaction. The best way to comprehend your business problem is to make sure that you have a good understanding of what’s driving your business and what goals your leadership team is looking to achieve.
Working with key stakeholders to understand their challenges will help you to understand the business problems at hand and help you to start defining training expectations. This means doing a lot of fact-finding and initiating some conversations. Looking for some thought-provoking questions to get your conversations started? Here are some suggestions:
| Defining an Employee Training Solution|
Once you have a clear understanding of the business, goals, challenges, and most of all, the problem at hand, you can develop measurable business objectives and training plans to address them. At a high level, in order for the business problem to be solved, employees will require training. This training will result in behavior change with business objectives and measurable business impact. Defining those business impact indicators is step 2 and coming soon!
Susan Distasio | eLearning Industry Crusader | ePath Learning, Inc.
About the Author: Susan Distasio is an eLearning Industry Crusader focused on advocating for advancement and change in the eLearning and professional development industry. An avid seeker of knowledge and continuous improvement, Susan is happy to share her research, observations, and thoughts regarding “all things related to learning and development.” When she’s not out on the learning crusade, Susan can be found with the wind in her hair riding her Harley or simply enjoying life with her husband, Steve, and her Siamese cat, Elvis, and with family and friends.