On the Linkedin Chief Learning Officer Magazine Discussion Group,John-Paul Hatala, Visiting Professor at Louisiana State University, asks:

Why do we even bother providing training to our employees? What's the point of investing in training if we're not sure it makes an impact on organizational effectiveness? Furthermore, if we did measure its impact, would we know how to fix it if the learning wasn't transferring back to the job? So how do you measure training effectiveness and if it's broken how are you fixing it?

What provocative questions! These are some of the questions my co-author, Sean Murray, and I have addressed in our new e-book, Getting More From Your Investment in Training: The 5As Framework. From our research and experience, we are convinced that if you want “impact on organizational effectiveness,” then you have to measure impact. And in doing so, you have to identify the factors beyond the technologySmall5a   and content of training that either facilitate or are barriers to learning. These are factors such as alignment of training with business goals, anticipation that learning will be applied to achieving business goals, supportive learning partnership between learner and boss, immediate application of learning to something meaningful, and feedback on performance. Our book goes into depth about each of these factors, and offers suggestions for measuring training effectiveness.

This is what Michael Anleitner, CEO of Livonia Technical Services Company, writes about our book on the Linkedin Lean Six Sigma Discussion Group:

In this book Steve and Sean describe a simple yet powerful way to make any training initiative into a meaningful and worthwhile process. The book is short, direct, and to the point—and it includes a great set of tools at the end of the book that can help anyone implement a potent game plan for improving training outcomes. As someone who has been conducting detailed professional-level training for almost 25 years, I found that Steve and Sean’s ideas are well worth considering. If you are involved in any way in formally training people in the workplace, I think you’ll find this book worth the money.

It’s only available as an e-book at this time; you can download the first two chapters for free and/or purchase the entire book, including business examples of each of the five factors that contribute to business results at http://www.realtimeperformance.com/ebook/

Finally, a full disclosure: I have no financial interest in this book, and I posted this note simply because I am convinced that Steve and Sean’s concepts are worthwhile for any professional who wants to build skills in an organization.

Whether you download the first two chapters for free or choose to read the whole book, please let us know what you think. We hope the book helps people manage training in a way that contributes to business success, which, after all, is the point of investing in training.

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