Five Steps to a Successful Measurement System
Does your organization's metrics system fall short of expectations? Although there are many reasons why that might be the case, five common mistakes result in ineffective metrics systems. This session identifies steps you can take to avoid these mistakes and establish the foundation for a successful metrics system.
Learning Outcomes
By the end of this session participants will be able to:
- Explain the importance of demonstrating programs' value to the organization.
- Describe ways to avoid five major pitfalls in metrics systems.
- Explain how to align programs with business needs.
- Distinguish between data and measures.
- Discuss ways to communicate programs' values to organizational stakeholders.
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How to Link Programs and Performance to Business Needs
Are you frustrated by management's lack of support for your programs? Step one in convincing skeptical decision makers of their value is linking the programs to business needs. In this session, participants will learn to utilize a needs assessment framework that enables them to show how their programs add value to the business by meeting specific business needs.
Learning Outcomes
By the end of this session participants will be able to:
- Identify the five levels of program assessment.
- Explain how business needs drive programs.
- Utilize a needs assessment framework to link programs to business needs.
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Developing Results-based Measures of Performance
Are you unable to respond to management's demands for increased accountability of resources allocated to your programs? While effective measures are key to demonstrating the value of employees' contributions to organizational success, many professionals lack the tools they need to develop such measures. In this session, participants will learn the basics of results-based metrics. They will leave with one to two measures that demonstrate the value that their programs or employees are providing to their own organizations.
Learning Outcomes
By the end of this session participants will be able to:
- Distinguish between measures of performance and measures of business impact.
- Identify employee behaviors that drive business processes.
- Develop at least one measure that assesses your program's or employees' contributions to a specific business result.
- Explain the purpose and uses of metrics to staff and management.
- Apply a template for developing additional measures of performance that are tied to business results.
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Using ROI Methodology to Demonstrate the Value of Programs and People
Do you have a clear understanding of ROI (return on investment) and its appropriate applications? As senior management and organizational stakeholders demand greater accountability for resources invested in programs and people, ROI becomes increasingly attractive as a tool to demonstrate the value they add to the organization. The purpose of this session is to provide an overview of an ROI methodology that has proven useful in evaluating program and employee contributions. Depending on the audience's level of knowledge, the session can be structured along a continuum of very basic, general information to very complex, detailed explanations. (Note: The learning outcomes listed below assume a fairly sophisticated pre-existing level of knowledge.)
Learning Outcomes
By the end of this session participants will be able to:
- Describe the steps of the ROI process.
- Link program and people objectives to business results.
- Complete a data collection plan for a given program.
- Complete an ROI analysis plan for a given program.
- Select appropriate data collection methods for an ROI analysis of a given program.
- Describe how to isolate the effects of a given program.
- Discuss ways to convert data to monetary values.
- Identify the costs of a given program.
- Calculate the program's ROI.
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An Introduction for ROI (Return on Investment)
While ROI (return on investment) is a financial tool that has been used for years in the business world, more recently it has been used to evaluate non-financial programs and functions. As a result, non-finance professionals must have a basic understanding of this tool and especially of the role it can play in demonstrating the value that their programs and functions bring to the organization. The purpose of this presentation is to provide an introduction to ROI by describing the purpose of the steps involved in conducting an ROI-level evaluation and explaining the appropriate applications in sample programs.
Learning Outcomes
By the end of this session participants will be able to:
- Define ROI.
- Explain the appropriate role of ROI in evaluating the value of your programs.
- Identify the steps in an ROI methodology.
- List the criteria for selecting programs for ROI-level evaluation.
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Was This Program Worth the Investment?: The Measurement and Evaluation of Training
Can you demonstrate the tangible benefits of your organization's investment in the training and/or development of its employees? If not, your training programs may be at risk of being cut or outsourced. The purpose of this session is to teach participants how to evaluate training programs at the appropriate level so they can demonstrate the value that a given training program brings to the organization and identify areas for future improvement.
Learning Outcomes
By the end of this session participants will be able to:
- Explain the importance of evaluating training.
- List and describe Kirkpatrick's four levels of measurement.
- Describe the ROI level of measurement.
- Use the Phillips needs assessment framework to link evaluation with program objectives.
- Explain the circumstances under which each level of measurement is appropriate.
- Explain how to incorporate evaluation into the design of a training program.
- Identify the appropriate measurement tools for each level of evaluation.
