Evaluating online learning
THE REAL BENEFITS of training can not be measured in terms of learner reactions, nor the amount of learning that has been achieved; not even the extent to which behaviour may have changed. The real benefits come from improved performance traditionally the hardest training outcome to forecast or measure.
So, what do when the going gets tough? Back away and focus our evaluation efforts on easier measures? No, we do the very best we can, because all other measures fail to reflect the hard reality that training must pay off in measurable business results.
If it is any comfort, trainers are not alone in finding it difficult to calculate the benefits of what they do. Is it any easier to measure the benefits obtained from launching a new product, running an advertising campaign, initiating a research programme or changing the pay and benefits policy?
Let's look at some of the major categories of benefits:
Labour savings will only be realised if the labour applied to a job can really be reduced, whether this comes as a result of transfers of staff to new positions, re-allocations of work or redundancies. If the time savings simply result in more slack, then there is no saving.
Examples of labour savings include:
Examples of productivity increases include:
Other cost savings
© Fastrak Consulting Ltd, 1999. All rights reserved. Last revised 1/8/99