LEARNING (RE)ACTION

On this level we measure and report the satisfaction of participants on a learning intervention and to what extent the learning is relevant, necessary and important for success in practice. This information can be used to ajust the program. In addition, learning satisfaction is an important predictor for applying what has been learned into practice.

By evaluating programs valuable information is being captured which contributes to the improvement of the quality of the program. It provides predictive analytics and important information becomes visible. The results can be reported in a variety of cross-sections depending on the clients issues.

LEARNING OUTCOME

At this level we measure the extent to which the participant has mastered the information and skills offered in the program. Measuring the learning outcomes at the end of the program also requires advance determination of the desired learning outcomes. This makes goals and intentions more concrete and better developable.

LEARNING APPLICATION

Is your organization ready for the future? Do you know which skills and knowledge you have in the organization and how they contribute to the strategy and the achievement of the goals?

ROI Institute Europe helps organizations to get insight into the knowledge and skills of their employees and how they are linked to the strategic goals. We report the extent to which employees apply the knowledge and skills in their daily work and contribute to the achievement of results. Which helps in the strategic workforce planning. The competence skill level is a crucial factor in order to perform successfully. The competence skill level determines largely the result employees book.

In order to determine the level of competence, ROI Institute Europe makes use of various tools. In consultation with our clients we decide on the most appropriate approach and line of questioning. We often use a performance scan to measure what you've learned and actually applied in practice. All measurements are conducted using digital questionnaires. To measure the right competence skills we inventory together what the ambition of the organization is and which behavior contributes to that. We often do this by performing a Business Alignment or design session.

In addition to customized reports we also offer a number of standard reports with a fixed set of competencies: Team, Trusted Advisor, Challenger Sales, Coaching and Leadership.

LEARNING IMPACT

On this level we report the effect on the business, yield in terms of time, cost, quantity and quality. What can the organization do more, better, smarter with the existing competences. Does it manage to maximize the benefits of developing it’s people? Do their competencies contribute to the performance of the organization?

Learning is often seen as a way to improve the performance of employees and organizations. But learning is no guarantee for good performance on the job. Factors such as management, team and performance environment all influence the effect of learning efforts.

We can map out a learning program’s learning output but more often we look at the factors which influence actual learning and performance. We do this by linking organizational goals to the learning process and levelling out factors which may block it. We can advise you on how to accelerate learning in your organization and enlarge the revenue it’s capable of generating.

ROI ON PERFORMANCE

The learning market revolves more and more around the need to have measurable results on learning and performance investments. As we talk about the ROI on learning we want to be able to transform a gut feeling into quantifiable (measurable) indicators. And in so doing, we want to answer the question: Was it worth the investment?

At this level, the return on training for the organization is measured. How much more effective does an employee become after a learning program? Can you do the same or more work with less employees?

Together with our clients we have put together the ingredients of the ROI model. This model is based on research carried out by Paul Jansen of the Free University (VU) in Amsterdam. We use indicators derived from our measurements. Wherever indicators are missing, we work with assumptions. In this manner we calculate the ROI.

These results will give insight into:
- the effect(iveness) of the learning program;
- the value of the most important indicators and success factors and
- the return on investment of the learning program.

With this information in hand you can express the#roiprogram value of your organization’s Return on Investment (profit minus cost / overhead) on learning programs in hard numbers.
Learn to calculate and demonstrate the value of learning yourself! Apply now for the ROI Certification Program!