Just over half of organisations fail to measure the business impact of their training programmes due to both a lack of resources and personnel qualified to do so.
According to a study among 412 learning and development decision-makers across the world, other key reasons for failing to gauge outcomes included confusion about what actually should be assessed and an insufficient understanding of measurement methodologies.
Of those that did work with metrics, increases in quality, productivity and employee engagement were the top factors to be appraised, although 47.4% failed to use a specific methodology to do so. Nonetheless, a huge 66.3% claimed that they were able to prove the effectiveness of their learning programmes.
Raed Haddad, senior vice president of global delivery services at Informa’s ESI unit, which undertook the survey and provides training in project management and business analysis, said: “What is striking is that, even for those who say that they can prove the effectiveness of their learning engagements, responses reveal that they rely largely on anecdotal ‘evidence’ rather than a specific methodology.”
But without a consistent measurement methodology and dedicated resources, organisations were not in a position to link training programmes with concrete financial and value outcomes, he added.
While 62.7% of respondents indicated that qualitative outcomes such as employee or customer satisfaction were currently the most important evaluations that they undertook, many also understood the value of more quantitative measurement of financial such as return on investment.