Training Industry Magazine - Leadership 2015 Special Edition - (Page 43)

IMMERSIVE AND ENGAGING LEARNING TRANSLATES TO BETTER ASSIMILATION. By using Level 4 evaluation data, we can convert the results into monetary value. Then we can easily compare the gain from the investment against the cost of the e-learning program and determine the ROI. Here are some suggestions on how to use the five levels of training evaluation: * Level 1: Reaction is measured by taking feedback from learners. You can accomplish this by using online surveys and adding customized features of "Like the course" and "Recommend the course" options within the e-learning course framework. * Level 2: Learning can be easily measured through scoring patterns in the end of course assessments. * Level 3: Behavioral changes are certainly more difficult to assess. Using a combination of techniques to assess how much of the newly acquired learning is being applied on the job is particularly useful. This could be measured through improvements in efficiency or doing the same task with a new approach. * Level 4: Business impact is generally measured through productivity gain, the impact on quality measures through reduction in re-works and efficiency in completing tasks. * Level 5: ROI is calculated by converting the business impact gains (as shown in Level 4) to a monetary value. HOW TO MAXIMIZE THE ROI? Here are some best practices that can help you maximize your ROI: * Selecting the right courses for e-learning: It is recommended to complete a detailed training needs analysis and competency mapping exercise, which will help scope the learning gaps and possible options clearly. Choose e-learning projects that are significant and the identified proficiency gains have a clear impact on the business. * Efficacy of the e-learning program: Once you have selected the project that has high leverage, the focus moves to creating courses that are effective. This needs a strong learning design core from instructional design. The learning experience must be engaging and immersive with the focus of the course being a combination of learn, explore and test. * Assessment strategy: An effective assessment strategy must be in place to evaluate if the training met the required cognition level and was able to bridge the identified gap. * Push the envelope to knowledge application (rather than knowledge acquisition): A great way to achieve this is by using performance support tools (PSTs) that can complement or supplement the e-learning program. These just-in-time learning aids can be provided to the learners at their workplace and within their workflow. They could contain checklists, simple tips or best practices. * Provide a platform for collaboration in learning: Research shows that nearly 20 percent of learning happens from feedback and from observing our co-workers (e.g., peers, seniors or role models). It is interesting to note that only 10 percent of learning happens through formal training. Providing platforms for social or informal learning will facilitate learning and can also be used to create live case studies of success. Asha Pandey has 28 years of experience, with 14 years dedicated to designing learning solutions, and has been successfully heading EI Design as its CMD. She is also a writer for CrossKnowledge. Email Asha. TRAINING INDUSTRY MAGAZINE - LEADERSHIP2015 I SPECIAL EDITION I WWW.TRAININGINDUSTRY.COM/MAGAZINE 43 http://www.trainingindustry.com

Training Industry Magazine - Leadership 2015 Special Edition

Table of Contents for the Digital Edition of Training Industry Magazine - Leadership 2015 Special Edition