What’s changed in Learning Evaluation?

Mike Collins

Head of Learning SolutionsDPG plc (Developing People Globally)

www.dpgplc.com

#LAS15UK#Evaluation

@DPGplc

Look back to go forward……

Original Kirkpatrick Model

We’ve seen BIG change…

Society has changed

Technology has changed

Politics has changed

Attitudes have changed

Organisations have changed

Organisational Change

Huge decline in manufacturing 81% of people now work in services The birth of the ‘knowledge worker’ Globalisation – ‘Glocal’ Hierarchy giving way to flat armies Collaboration is the new currency 5 generations in the workplace

It doesn’t take a genius to realised the need to re-think

what we do and how we do it.

Considerations for Training

• Training like a production line • Off the Shelf vs. Personalised & relevant • Training as an event vs. Just in time• In the classroom vs. Anytime & anywhere• Courses vs. Resources• Technology is an enabler NOT a solution• Reaction vs Results!

A New Age for Learning & Development

Learning to operate in this ‘new world’ Developing new skills Using technology as an enabler Collaborating as a performance partner Consultative & Challenging Aligned to business objectives Demonstrating value through results

Have you got the Skills needed to meet the needs

of the New World?

Is it Time to Sharpen Your Axe?

Easier said, than done

http://www.towardsmaturity.org/static/benchmark

Involving stakeholders, practice and reflection are

key to learning transfer

0

10

20

30

40

50

60

70

80

L&D that do measure L&D that don'tmeasure

L&D who agree and measure desired outcomes

Who DO measure Who DON'T measure

Modernising L&D strategy

The Evolution of Evaluation

Starting with the learner Starting with the organisation

The Agile Approach to EvaluationRigid Approach

Original Kirkpatrick Model

An evolution that..Creates strong business partnerships with business leaders as the cornerstones for success

Starts any initiative knowing what the targeted and measurable business results need to be

Introduces return on expectations (ROE) as the method to demonstrating value (Which is more effective than ROI)

Includes the concepts of ‘Desired Outcomes’ and ‘Leading Indicators’ which drive everything else.

Creates a 'chain of evidence' that is done in partnership with business stakeholders not in isolation

Connects the levels in planning and practice, as opposed to evaluating them as 'separate entities‘

Broadens the concept of learning interventions to include all manner of support and accountability to increase on-the-job application and performance support

Performance should drive every conversation

You were amazing! Who cares?

Now is the time to Sharpen YOURAxe

Development Options for L&D

Brand new CIPD L&D qualifications for 2015

L&D Foundation Programmehttp://ebooks.dpgplc.co.uk/brochures/ldp/

L&D Intermediate Programmehttp://ebooks.dpgplc.co.uk/brochures/hrd/

Kirkpatrick Certification

Join 1000’s of L&D professionals worldwide who have achieved the

new benchmark in learning evaluation and demonstrating results

Kirkpatrick Four Levels Bronze Certificationhttp://ebooks.dpgplc.co.uk/Kirkpatrick-2014/

Learning Business Partner

Brand New – Learning Business Partner http://ebooks.dpgplc.co.uk/brochures/lbp/

So what to do about it?

Contact the team on 0161 975 7777

Head to our website www.dpgplc.com

Join our award winning online CommunityDPG Community

Connect with @DPGplc