MTM ' elasserjohnbryce'co'il

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elasser_at_johnbryce.co.il
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Learning Measurement Resource Allocation Today
81 of resources for measurement today are tied
up in administrative activities (collection,
aggregation, filtering, reporting) leaving less
than 20 for analysis and decision-making. We
need to reverse this!
Source Learning Analytics Best Practices
Research Study, 2004.
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Performance Analysis Gap
How well (5 is best) do you perform this? How
important (5 is most critical) is it?
The largest gap is in performance analysis.
Trying to tie learning to job impact, business
results and ROI. Showcasing the value of
training is where significant improvement is
needed.
How well do you perform?
How critical is it?
Source Learning Analytics Best Practices
Research Study, 2004.
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Metrics That Matter, Knowledge Advisors, Inc.

• Key features
• Web-enabled automated learning evaluation process
• Post-class and follow-up surveys
• Detail, summary and management reporting
• Internal and external benchmark comparisons
• Analysis tools to assess impact and ROI
• Key reasons
• Provides better insight into trainings Key
  Performance Indicators
• Demonstrate the business value of training
• Improve performance of the enterprise
• Better use of training resources and budgets
• Increase support from across the enterprise for
  learning

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MethodKirkpatrick methodology and Phillips ROI
layer model shows an IIP Level 0 layer
Did they like it?Course content, instructors,
course materials venue, LMS experience, etc
Level 1
Did they learn? Test knowledge, intentions,
relation to own situation, application
Level 2
Level 3
Level 0
Do they use it? Time to job impact, level of job
impact, barriers to use
provided to managers gt gt gt
Learning objectivesManager completes with
delegate
What were the results? Sales, services, quality,
cycle time, errors,timescale, etc
Level 4
Whats the ROI? Financial return, timescale,
value, human capital value
Level 5
Needed by managers gt gt gt
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Post event survey
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Post event survey
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Post event survey
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Follow up survey - learner
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Follow up survey - learner
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Hierarchy reports
Certain reporting is better viewed in a
hierarchical manner. The intent of these reports
is to showcase the relationship of training
measurement attributes that are subcomponents of
other attributes. For example, the location
hierarchy reports allow you to see the lowest
detail, a training location and aggregate
locations into multiple groupings. For example
the Chicago location can be aggregated into a
Midwest Region which is grouped into a North
American entity. You can do the same analysis
with courses as well.
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Performance to goals reports
Allows you to establish pre-set goals for
each question category on the Post event and
Follow up surveys and compare them to actual
performance.
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Alarms
MTM automatically generates alarms when
performance falls below a certain user-preset
threshold for any learning event. Users can
configure a minimum threshold for alarms and are
notified whenever performance for an event falls
below that minimum. Additionally, users can
select whether they would like to receive alarms
via e-mail.
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Report cards
A summary of learning performance by survey
question category and by survey question versus
an internal or external benchmark for both the
Post Event and the Follow Up survey.
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Top/bottom report
Displays the top and bottom performers as
reported by the Overall Post Event (class
scores).
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ROI Calculators
The ROI calculators will help your
organization forecast measurement results before
you budget or build a new learning program. The
tools walk you through critical questions in a
balanced scorecard of learning measurement. The
resulting series of charts indicate where you
fall for each learning level. Metrics that
Matter will then provide a suggestion on how you
should proceed based on the predicted outcomes.
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Learning levels score card
The Learning Levels Score Card allows you to
generate a report based on questions mapped to
the Five Levels of Learning. You can then compare
actual performance to internal or external
benchmarks and preset goals.
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Human Capital ROI Card
An executive tool to showcase value to key
stakeholders. This report shows you each level
of learning and the Key Performance Indicators
within each level. At level five you actually
produce quantitative ROI metrics including
Benefit to Cost Ratio Payback Period ROI
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