Measures of excellence
Resource 1
In an increasingly competitive global environment, quality is no longer considered a nice-to-have luxury. It's a requirement for successfully competing and surviving in the marketplace. While the concepts, tools, and procedures for quality and process improvement are now universally recognized and firmly placed in a large number of high-performing organizations around the world, it was not always so. The importance of quality in organizations has gone through a complete evolutionary cycle. In this course, you will develop measures and standards of service quality, devise practices that improve employee learning and outcomes, and evaluate different approaches to process improvement, all based on the research and expertise of Cornell University Professor Rohit Verma, PhD. Using the tools provided in this course, you will be able to relate strategic decisions to their impact on organizational performance. And with the completion of an action plan at the end of the course, you will be ready to apply what you learn to your own organization.
Resource 2
Stacey Barr is the creator of PuMP® and one of the planet’s most well-known Performance Measure Specialists. She teaches and mentors leaders, strategy professionals and performance measurement practitioners to overcome the struggles they have with measuring business performance. Stacey’s passion is to make meaningful performance measurement easy and fun. Her PuMP® methodology is used widely around the world, in government, non-profit and private organisations of all sizes and industries. Most people learn PuMP® via her PuMP® Performance Measure Blueprint Workshop or Online Program.
Resource 3
Indeed, in-depth evaluation can help learning and development managers (including you) identify exactly what is missing in your new hire training, as well as your continuous learning and development sessions. And such insights aid in improving the efficiency of corporate training attempts. But you already knew that. Then why is it that today, businesses are losing a staggering $13.5 million per year per 1000 employees owing to ineffective training? This is doubly ironic, considering most L&Ds departments are pumped on data-analytics-steroids, with a mandate to get metrics for every activity undertaken. Also, with the growing importance of L&D departments in digital transformation initiatives, there will be a more dire need in L&D to demonstrate how effective each training was and how it contributed to the business. So, then wherein lies the gap? It wouldn’t be too much of a stretch to say that most of today’s L&D teams measure training effectiveness just to tick a box. Efforts tend to be piecemeal, where some organizations only measure course completion and satisfaction scores, while others focus on just behavioral change. And, very few have graduated to evaluating business outcomes of training. This is something to really think about – especially after investing months and several thousands of dollars (with spends growing by 14% year on year) on elaborate workplace training sessions, companies need to know if the exercise is delivering any real returns (time, productivity and money).