level 2

Any HR Planning Is Better Than Nothing

on March 13, 2013 · Comments · in The Business Of Learning

We talked last time about carefully planning the learning, including the need to establish specific, measurable goals. Some of these goals like expected application rate and impact, number of participants and completion dates need to be established through discussion with the sponsor. Others like level 1 and 2 goals, internal development cycle times and internal [...]

Measurement and Evaluation: What Is Your Strategy?

on November 15, 2012 · Comments · in The Business Of Learning

Every important learning program as well as every training function should have a measurement and evaluation strategy. Both the measurement and evaluation parts are important. You can certainly measure without evaluating the results (for example, just collecting level 1 data), and you can evaluate without formal measurement (for example, using the case study method or [...]

Set Goals for Levels 1, 2 and 3

on November 4, 2012 · Comments · in The Business Of Learning

Most organizations measure Kirkpatrick levels 1 (satisfaction with learning) and 2 (knowledge). Some even measure level 3 (application on the job). Few, however, set goals for these before the training begins. Consequently, this represents a great opportunity for improvement and learning. If we are to run learning like a business, we must set goals and [...]

Learning Metrics: People Just Don’t Get It

on August 21, 2012 · Comments · in The Business Of Learning

So many just don’t get it! I was reading a discussion yesterday about measurement and metrics, which concluded by asking if metrics were really necessary. Really? Like many others, these folks thought of metrics as something nice to do if you had the resources. Now, I hope they were just referring to higher-level measurement like Kirkpatrick/Phillips levels 4 and [...]

New Year’s Resolutions

on January 10, 2012 · Comments · in The Business Of Learning

Here are my top five resolutions for the new year to run L&D more effectively and with greater impact on the organization: Be more proactive. Be more strategic. Elevate your interaction with key stakeholders. Set more (and better) goals. Be more disciplined in your execution. Be more proactive. Resolve to plan more L&D initiatives before [...]