Segment 7: The MOST Year-end Data


Management Expectations
If you haven't been asked already, upper management may soon come calling. How's the eLearning program going? Are we training more people more effectively? Is organization effectiveness better as a result? Are we saving money?

While the task of addressing some of these questions may seem daunting, thoughtful evaluation is really the best way we can determine your program's value. And, as we learned in high school, scientific measurement is central to the process. In the case of eLearning, usage and performance records, budgets and statistics will be among your most common tools - but not your only resources.


The Evaluation Process
While evaluation measurement techniques and practices may or may not be part of your day-to-day responsibilities, fear not. View this as an opportunity to:

• Acknowledge growth & change
• Provide a framework to help guide future actions
• Determine areas for improvement
• Confirm your commitment to eLearning

Ideally, aim for a 360-degree approach to your evaluation. The goal of a comprehensive return on investment (ROI) assessment is to look at raw data and to factor in the quality of the results and the value of the learning process as well. Think about the impact of training, not just the act of training.

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Lessons On Learning
You and your colleagues may believe that to accurately determine your program's ROI, you must quantify that learning has taken place. Yes, certifications, lessons completed and course completions speak for themselves. But others would use the perspective: “Has learning taken place?” and “Has behavior changed?”

Let's consider the following scenario which can be viewed as a ‘just in time' learning event:

A manager is asked to interview candidates but has never been formally trained in the art of interviewing. Prior to her meetings, the manager delves into the Conducting an Interview course with the goal of arming herself with some relevant information.

After browsing the course material, the manager is able to come away with a better sense of how to conduct an effective interview and a list of key questions to ask. She confidently conducts interviews for a weeklong period.

In this case, learning has taken place (even if only for the relevant interview period) and behavior has changed:

• The quality and tone of the interviews is positively impacted
• The manager took initiative and bettered her own performance

Drawing from eLearning for both short-term and long-term learning situations should be deemed not only desirable behavior, but highly beneficial for workplace efficiency.

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eLearning Measurement
To facilitate the evaluation process, we've developed a simple worksheet that you can use as a basis to formulate your own internally generated report
 

eLearning EVALUATION WORKSHEET
TO DO	DATA	NOTES	DONE 4
Program Overview
Number of total licenses purchased
Number of active licenses
Tracking
Course attendance summary report		*Leverage OFT User Reports
Average number of student lessons completed		*Leverage OFT User Reports
Average number of student log-ins:		*Leverage OFT User Reports
Number of different individual courses accessed		*Leverage OFT User Reports
Performance Gains
Anecdotally, document two or more situations where skills obtained through eLearning were applied		*Can managers generate their own Power Point presentations? Is your IT staff able to build applications in .NET from knowledge gained?
Relate instances where eLearning has had an impact
---Employee advancement		*Cite examples
---Successful cross-training		*Were recruitment or contracting costs avoided?
---Employee retention		*Is turnover rate lower?
---Overall business process impact
---Department goals met		*Cite examples
Review student survey results		*Use survey data to underscore the perception and value of eLearning to users. Don't forget to comment on morale, attitude, etc.
Cost Benefit Analysis
Cost of two My SkillSource courses vs. cost of similar instructor-led courses		*Factor in travel, hotel, meals, taxi, tuition, time out of the office, etc. Use individual license cost as a comparison, and note how it is an unlimited learning resource, not a one-time only opportunity .
Current training budget expenditures vs. past year		*If you spent more this year, note how eLearning has enabled you to reach more people
Current online learning expenditures vs. past year
Current instructor-led course expenditures vs. past year
Current number of employees who participate in training programs vs. past year
Cite number of gross student log-ins		*Note that these are examples of ongoing teachable moments - something classroom courses can't offer.
Strategic Analysis
Consider the strategic benefits of eLearning for your organization and how they have been realized:		*Industry research indicates that computer-based training requires up to 45% less time. In addition, eLearning give you the ability to reach more people faster, with less time spent on travel or off-the-job.
---Efficiency
---Convenience		*Immediate, flexible, no time out of the office, opportunity to repeat classes/lessons. Have you reached more users? Users in remote locations? How has anytime/anywhere training given users control of the learning process?
---Cost Effective		*Online learning can cost up to XX% less

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In Closing
We hope that the tangible and intangible rewards of eLearning are more than apparent to you and your organization. We encourage you to discuss your experiences with industry peers and professional colleagues. You'll probably find that you share similar successes and challenges, and can benefit from each other's experiences.

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