Benefits of the blackswan Learning Value Model

• ROI measure is easily understood and can be used to present a business case for further training and development activity, as well as to justify expenditure.

• This layered approach means that each level of analysis builds an understanding of the dynamics of learning in the organisation. For example, if the learning event receives good feedback from an individual and they have shown knowledge and understanding of a topic, but they have not changed their behaviour in the workplace, then it is clear where further work can be undertaken to transfer learning. This method allows the organisation to look more deeply into the situation. Rather than assuming that the learning intervention was unsuccessful, there may be other circumstances preventing the transfer of learning to the workplace. To perform well a person must have the ability, motivation and opportunity to do so (Boxall and Purcell 2003). It may be that a change in processes, culture, reward structures or even a change to staffing, may facilitate the learning outcomes. Similar challenges could be presented at the team or organisational levels.

• Face validity allows for instant feedback regarding the learning intervention for changes and improvements to be made to the learning intervention very quickly.

• The measurement of benefits at a team level can demonstrate performance improvement at a micro-level as well as a macro-level.

• Measurement over the longer term encourages the application of learning and provides a more granular analysis than simply moving from face validity to ROI.

At blackswan we work with businesses to improve their people, process and innovation practices. We undertake rigorous diagnostic tests, deliver fast, tangible changes and measure the results to demonstrate value and a return on investment for organisations and their shareholders.

References

Boxall and Purcell (2003) Strategy and Human Resource Management, Basingstoke: Palgrave Macmillan

CIPD (2009a) Learning and Development Survey 2009 [Online] Available from: http://www.cipd.co.uk/subjects/lrnanddev/general/_Learning_and_developme...

CIPD (2009b) “Value of Learning: First Poll and Debate” *Online+ Available from: http://www.cipd.co.uk/helpingpeoplelearn/_vllrngpll1.htm

CIPD (2009c) “The war on talent? Talent management under threat in uncertain times” *Online+ Available from: http://www.cipd.co.uk/subjects/recruitmen/general/_war-on-talent.htm

Harrison, R (2005) Learning and Development (4th Ed), London: CIPD

Kirkpatrick, D. (1979) “Techniques for Evaluating Training Programs” Training and Development Journal, June

Phillips, J. (2007) Measuring ROI: The Process Current Issues and Trends [Online] Available from: http://media.roiinstitute.net/articles/pdf/2007/06/20/Measuring_ROI-The_...