YOUR RESULTS-BASED HRD RESULT
Based on the answers you provided, your organisation obtained:
more than 81 out of 100 points.
The questionnaire you have just filled out has been administered to several thousand HRD managers who were primarily responsible for the HRD function. The average score has been 53, with a standard deviation of 9. Your result indicates that your organisation represents results-based education and training in action. There is little room for improvement, and no additional concentrated efforts to improve evaluation of the HRD function are needed. Your HRD function is setting an example for other functions and organisations. With this attitude toward HRD evaluation, your organisation is likely to be extremely effective, allowing your HRD department reach the following objectives :
Making bottom-line contributions.
Quantifying the impact of their efforts.
Identifying current performance gaps.
Anticipating future training needs.
Securing additional funds for HR development initiatives.
Providing good feedback and make valuable information available.
Creating a talent pool and establish career development plans.
Engaging in succession planning.
Your HRD function does not believe in the following myths.
EVALUATION MYTHS
At least 6 evaluation myths and faulty assumptions must not stand in your organisation’s way to build talent, create continuous learning, and create long-term value:
Myth 1
Results of training efforts cannot be quantitatively measured
Myth 2
It is hard to define the type of information that should be collected
Myth 3
If top management does not demand measurable results, there is not benefit in doing so
Myth 4
There are too many variables affecting the behaviour change to evaluate the impact of training
Myth 5
Evaluation always leads to criticism
Myth 6
Evaluation probably costs too much
Apply a Results-Based HRD Process
Most likely, the training and development function is an integral part of your organisational strategy, and your HRD department is translating the following steps into actions:
| 1 |
DEFINE YOUR HRD FRAME |
| 2 | ESTABLISH BASELINE DATA How doe we know that there will be any improvements? At what performance-level should we assess our HD efforts? What kind of KPIs, KVIs, and/or PPIs exist or should be developed? |
| 3 | DETERMINE EVALUATION STRATEGY What is the best evaluation method? Who will conduct the evaluation, analyse, and interpret the data? At what level do we collect the data?… |
| 4 | DESGIN EVALUATION INSTRUMENTS What instruments are statistically reliable and easy to use? |
| 5 | DESIGN PILOT PROGRAMME Who determine the programme content? Who reviews the content? Is the content related to the objectives? What delivery methods should be applied? How to conduct pilot testing? Who will be the target audience? |
| 6 | IMPLEMENT PROGRAMME How do we make participants aware of the programme? What results can participants expect? How can communication can influence the results we would like to achieve? |
| 7 | BUILD ON RESULTS How to analyse and interpret the data? How to present the data and to whom? What programme adjustments need to be made? Why? How? When? |
Feel free to contact us now if you have questions or you wish to explore other change opportunities that drive long-term value in your organisation.
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