Training Industry Magazine - July/August 2019 - 19

Alisa beamed as she presented the
final report for the year-long leadership
development initiative she spearheaded
at her organization. She recapped the
thoughtfully designed, blended training
curriculum and its related test scores
and comments. She highlighted positive
results in key company metrics, including
employee retention, customer satisfaction,
product sales volume and promotions of
the program's participants.
She eagerly awaited the management
team's reaction. After some pleasant
nodding, someone asked, "Alisa, please
explain
how
training
specifically
influenced the organizational results
you have presented, such as customer
satisfaction. I would think there are
multiple contributors to that outcome."
Alisa began to sweat; she didn't really have
any supporting data.
If this story sounds familiar, you are in good
company. Many training plans, even those
for award-winning programs, are missing
one critical element that will both ensure
their success and demonstrate value to
stakeholders: Level 3 data connecting onthe-job performance to program results.
This common omission has cast doubt on
the value of training and is a key factor
in the cyclical nature of training budgets.
However, creating and implementing a
plan with the all-important Level 3 data is
not as difficult as some assume.

THE BASICS OF
TRAINING VALUE
Begin designing your program using the
four levels of training evaluation, or the
Kirkpatrick Model (see Figure 1 on page
20). Savvy training professionals know
that every training request should first be
considered through the lens of what Level
4 result it will support, meaning, what
high-level organizational outcome the
training should positively influence.
From there, the elusive missing piece
should be designed: the Level 3 plan.
Both the training professional and the
organization should work together to
define what needs to change in the onthe-job environment and employee
performance to yield the training's
desired results.

factors. One plus two does not equal
four, meaning that formal training alone,
no matter how good, will not produce
a meaningful level of organizational
results and cannot be credited with
results without sufficient data showing
the connection.

FORMAL TRAINING ALONE
CANNOT BE CREDITED WITH
ORGANIZATIONAL RESULTS
WITHOUT SUFFICIENT
DATA SHOWING THE
CONNECTION.

THE MISSING PIECE

There is strong agreement that formal
training alone yields a fairly small
portion of any program's organizational
results. On-the-job experiences are the
biggest source of learning for employees,
according to the "Deconstructing 70-2010" research report published by Training
Industry. An organization's on-the-job
environment and culture significantly
impact what employees will or won't do,
regardless of their knowledge.

Alisa's final report, like many similar
reports, was missing the Level 3
component. She jumped from a detailed
explanation of the training program to
taking credit for organizational results
that, by nature, have many contributing

During the next round of budget cuts
training will likely be on the list, because
no one can really tell if it was successful
or not through anecdotal evidence
alone. This is why creating a Level 3 plan
and defining roles and responsibilities

Then, the training professional can
design the training program (Level 2),
and consider the type of environment
that would best support the learning
effort and eliminate unnecessary
distractions (Level 1).

T R A I N I N G I N DUSTR Y MAGAZ INE -LEARNING ANALYTICS 20 19 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

| 19


https://www2.trainingindustry.com/Deconstructing_70-20-10 https://www2.trainingindustry.com/Deconstructing_70-20-10 https://www.trainingindustry.com/magazine

Training Industry Magazine - July/August 2019

Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2019

Learning Analytics: Table Stakes for Business Success
Table of Contents
Let's Build a Measurement Practice for L&D
Brain-Based Learning Analytics and Evaluation Practices
Who [Else] Cares About Learning Impact Data
Justifying the Investment in Leadership Training
Is Training Analytics Smoke and Mirrors?
Leveraging Analytical Tools to Transform L&D
Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Was It Worth It? Measuring the Impact and ROI of Leadership Training
How to Make the Transition to a Data-Driven Learning Culture
How Personal Skills AI Assistants Might Disrupt Corporate Training
Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Improving Instructor Impact on Learning with Analytics
A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Localizing E-Learning Programs for an International Audience
Learning Analytics Is More Than Data Collection
Using Business Data to Drive Training Objectives
Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Company News
Training Industry Magazine - July/August 2019 - Cover1
Training Industry Magazine - July/August 2019 - 2
Training Industry Magazine - July/August 2019 - 3
Training Industry Magazine - July/August 2019 - 4
Training Industry Magazine - July/August 2019 - Learning Analytics: Table Stakes for Business Success
Training Industry Magazine - July/August 2019 - Table of Contents
Training Industry Magazine - July/August 2019 - 7
Training Industry Magazine - July/August 2019 - 8
Training Industry Magazine - July/August 2019 - 9
Training Industry Magazine - July/August 2019 - 10
Training Industry Magazine - July/August 2019 - Let's Build a Measurement Practice for L&D
Training Industry Magazine - July/August 2019 - 12
Training Industry Magazine - July/August 2019 - Brain-Based Learning Analytics and Evaluation Practices
Training Industry Magazine - July/August 2019 - 14
Training Industry Magazine - July/August 2019 - Who [Else] Cares About Learning Impact Data
Training Industry Magazine - July/August 2019 - 16
Training Industry Magazine - July/August 2019 - Justifying the Investment in Leadership Training
Training Industry Magazine - July/August 2019 - Is Training Analytics Smoke and Mirrors?
Training Industry Magazine - July/August 2019 - 19
Training Industry Magazine - July/August 2019 - 20
Training Industry Magazine - July/August 2019 - 21
Training Industry Magazine - July/August 2019 - Leveraging Analytical Tools to Transform L&D
Training Industry Magazine - July/August 2019 - 23
Training Industry Magazine - July/August 2019 - 24
Training Industry Magazine - July/August 2019 - 25
Training Industry Magazine - July/August 2019 - Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Training Industry Magazine - July/August 2019 - 27
Training Industry Magazine - July/August 2019 - 28
Training Industry Magazine - July/August 2019 - 29
Training Industry Magazine - July/August 2019 - 30
Training Industry Magazine - July/August 2019 - 31
Training Industry Magazine - July/August 2019 - 32
Training Industry Magazine - July/August 2019 - Was It Worth It? Measuring the Impact and ROI of Leadership Training
Training Industry Magazine - July/August 2019 - 34
Training Industry Magazine - July/August 2019 - 35
Training Industry Magazine - July/August 2019 - How to Make the Transition to a Data-Driven Learning Culture
Training Industry Magazine - July/August 2019 - 37
Training Industry Magazine - July/August 2019 - How Personal Skills AI Assistants Might Disrupt Corporate Training
Training Industry Magazine - July/August 2019 - 39
Training Industry Magazine - July/August 2019 - 40
Training Industry Magazine - July/August 2019 - 41
Training Industry Magazine - July/August 2019 - Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Training Industry Magazine - July/August 2019 - 43
Training Industry Magazine - July/August 2019 - 44
Training Industry Magazine - July/August 2019 - 45
Training Industry Magazine - July/August 2019 - 46
Training Industry Magazine - July/August 2019 - Improving Instructor Impact on Learning with Analytics
Training Industry Magazine - July/August 2019 - 48
Training Industry Magazine - July/August 2019 - 49
Training Industry Magazine - July/August 2019 - A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Training Industry Magazine - July/August 2019 - 51
Training Industry Magazine - July/August 2019 - Localizing E-Learning Programs for an International Audience
Training Industry Magazine - July/August 2019 - 53
Training Industry Magazine - July/August 2019 - 54
Training Industry Magazine - July/August 2019 - Learning Analytics Is More Than Data Collection
Training Industry Magazine - July/August 2019 - 56
Training Industry Magazine - July/August 2019 - Using Business Data to Drive Training Objectives
Training Industry Magazine - July/August 2019 - 58
Training Industry Magazine - July/August 2019 - Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Training Industry Magazine - July/August 2019 - Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Training Industry Magazine - July/August 2019 - Company News
Training Industry Magazine - July/August 2019 - Cover4
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