How

Evaluate

Business Context and Goals

• Initial Interviews: Key stakeholders consultation to understand the business's objectives, challenges, and culture to identify overarching strategic goals (innovation, efficiency, leadership development).
• Business Analysis: Research the company’s industry, competitors, and market trends.
• Key Business Priorities: What skills, behaviors, or knowledge areas are needed to support.

Needs Analysis

• Skill Gap Analysis: Assess current skills vs. required skills.
• Learning Needs Assessment: What types of learning are needed, considering both immediate and long-term needs.
• Employee Experience and: Clear, specific learning objectives that are measurable and aligned with business goals. For example, improving leadership skills to reduce turnover or training on new software to improve operational efficiency.

Learning Objectives

• Specific and Measurable: Define clear, specific learning objectives that are measurable and aligned with business eciency.
• Outcome-Oriented: Frame objectives in terms of the business outcomes.

Learning Solution

• Tailored Content: Customize the content to meet the business’s needs.
• Learning Delivery Methods: Methods based on the organization's culture and learning preferences.
• Integration with Work: Learning solution seamlessly integrated into employees' day-to-day tasks and roles.
• Timeline and Scheduling: Align them with business cycles and other internal programs.

Structure

Evaluation Framework

• Kirkpatrick’s Levels of Evaluation: Evaluation frameworks like Kirkpatrick’s Four Levels (Reaction, Learning, Behaviour, Results) to assess the impact of the learning program.
• Key Performance Indicators (KPIs): Including participant engagement, knowledge retention, behaviour change, and impact on business metrics like productivity, sales, or customer satisfaction.
• Feedback and Continuous Improvement: Feedback loop to continuously assess the effectiveness.

Learning Program Launch

• Launch the Program: Learning plan ensuring proper communication and support for employees.
• Ongoing Monitoring: Engagement, participation, and initial reactions to the program.

Post-training Assessment

• Measure Outcomes: Strategic evaluation framework (Kirkpatrick’s model).
• Conduct Post-Training Assessments: Focused on how well employees are applying the new skills in the workplace and the business impact.
• Refinement and Adaptation: Adjustments to improve the effectiveness.

Results and Recommendations

• Report: Outcomes of the learning program in terms of business impact (performance improvements, cost savings, ROI).
• Recommendation: Further actions or initiatives.

Learning Scalability

• Learning Culture: Long-term learning strategy that fosters continuous learning and development.
• Scale the Program: Expand the program.
• Learning into the Organization: Learning integration into the company’s systems.