When developing an L&D strategy, it is important to be able to have data to back-up important business decisions being made. Using our Measurement/Analytics services can help your organization answer 3 critical questions.
- Is there Evidence Learners Actually Learned?
- Did they apply that new training on the job?
- What is the business impact of learning?
Using those questions, St. Charles has developed two different solutions to help you get the answers your organization needs.
Quotient: Evidence-based Measurement Evaluation
This offering collects detailed psychometric data on each question of every test and provides analysis and reports for each assessment; e.g. detailed guidance on optimizing questions to prove that learning transfer has occurred. This method ensures assessments are valid and defensible and ultimately generate actionable results for the business.
Companies employing this approach gain confidence through the following outcomes:
- Learning validated through rigorous statistical analysis, and not just through attendance, completions, or arbitrary passing thresholds.
- Prescriptive, easy to understand feedback to identify when learning objectives have not been met
- Actionable recommendations ensure learning is remediated and that future training is optimized
Success Case Method: Learning Applied on the Job
Spaced measurement intervals are deployed to validate if learning occurred and was applied correctly when back on the job. The evidence demonstrates noted behavior change aligned to learning objectives. Gaps in learning accuracy/relevancy (“Are learners performing tasks on the job the same way they were trained?”) are accurately identified and addressed.
Organizations that utilize this approach has the following benefits:
- It fits well with the culture of storytelling that most organizations are using to convey impact and motivate leaders.
- It is an efficient and effective way to glean high-quality information for decision making from a large population of individuals.
It can effectively achieve Level 3 (performance) and Level 4 (business impact) measurement on the Kirkpatrick scale with significantly less effort and investment