Chief Learning Officer - October 2008 - (Page 33)

In their own words, here are some of the ways that Challenge 4: Providing Measurable Results participants evaluated results (Level 4): As difﬁcult as it is to measure return on investment (ROI) in for-proﬁt organizations, it’s even more difﬁ- • “In terms of ROI, we’re putting more attention now cult with nonproﬁts because they measure ROI in on the cost of events/cost per person.” broad accomplishments such as increases in member- • “We look at the amount of media coverage and feedship, legislative victories and raised public awareness. back from local groups.” In short, nonproﬁts must measure ROI by how well a program furthers the mission of the organization rather than simple monetary proﬁt. Most organizations are struggling with ways to track volunteers in the ﬁeld and to evaluate the results of their training. The difﬁculty in measuring results leads to a larger challenge: justifying the expenditure on training. As one nonproﬁt learning leader in the study said, “It has been a challenge to internally sell the training vision…and sell it to the Board.” With respect to Donald Kirkpatrick’s well-known training evaluation model, all of the respondents employed Kirkpatrick’s Level 1 evaluations to gauge participants’ reactions to the training. Many also used Level 2 knowledge assessments. But most of the organizations struggled with how to evaluate application in the ﬁeld (Level 3) and especially how to evaluate organizational results (Level 4). Here are some of the ways nonproﬁt training study particiProve Your Worth With ASQ Training Solutions pants evaluated application in the As a training and development professional, you want to improve company ﬁeld (Level 3): • As program staff work with volunteer leaders, they assess whether integration is happening (and whether it’s a training issue or something else). • Tracking application in the ﬁeld is done informally with volunteer leaders as they move through the year. • Application is monitored through close e-mail contact between participants and instructors post-course. • Direct supervisors write evaluations on each volunteer. • A six-month survey is conducted that shows which skills from the workshops have been implemented. Training Budget Running on Empty? efﬁciencies and competitiveness while reducing costs; ASQ has the solutions and expertise to align knowledge and skill sets with organizational goals. If you are looking to reduce travel costs and time out of the ofﬁce while still receiving the best training on the market, look no further. ASQ provides career development training on relevant topics in several modalities, including: Web-Based Online training saves money on travel and gives you the ﬂexibility to make it work for you. Learn whether a virtual course, self-paced online program, or webinar works best for you. On-Site If you are training a group of six or more employees, let us bring our expert quality training to you. ASQ On-site Training offers your organization the most qualiﬁed instructors, the most comprehensive training, and the most up-to-date information available on each of our training topics. FOR MORE INFORMATION, CALL 800-248-1946 OR VISIT www.asq.org/services. Priority Code SVJAH78 http://www.asq.org/services http://www.asq.org/services

Table of Contents Feed for the Digital Edition of Chief Learning Officer - October 2008

Chief Learning Officer - October 2008 Editor’s Letter Connections Business Impact Best Practices Effectiveness Guest Editorial How Fast Is Your ‘B’ Team? Hampton Hotels CLO Profile Save the World, Make a Buck: Seven Ideas From the Nonprofit Sector Developing Leaders at Amnesty International Learning Measurements: It’s Time to Align Aligning Measurement to Business Success Training Employees With Special Needs How to Reach Disabled Learners Hands Off: Facilitating Informal Learning Who Owns Informal Learning? Case Study Business Intelligence Advertisers’ Index Editorial Resources In Conclusion

Chief Learning Officer - October 2008

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