By Graham Scrivener – hrmagazine.co.uk
Have leaders learnt skills that help to drive the corporate strategy and deliver the goals of the company? And are they sustaining this behaviour to affect the business bottom line?
Without the right measures in place, both before and after training, companies will fail to answer these questions and will struggle to know the true value of their investment in leadership development.
Forum EMEA research has found that high performing companies are the ones that can demonstrate behaviour change, maintain this change and measure its affect on business results.
This is because they align learning with specific business outcomes and treat learning as an on-going process – not a one-off event – with measurement playing a significant part throughout.
Measurement found wanting
Despite the link between measurement and performance, only 38% of the 223 companies we interviewed put in place steps to demonstrate the impact of behaviour change on the business to a moderate extent.
We found as little as 20% of most company’s time and money is spent on aligning development with the goals of the company. And the same small amount of resource is used to monitor how leaders are applying and benefiting from what they’ve learnt to ensure behaviour sticks.
Instead, most organisations spend 60% of their resources on one-off training events. They have no idea if staff are applying the lessons they’ve learnt after the event or whether the training has equipped teams with the relevant skills to drive business strategy. In short, they could be wasting their efforts. The key is to create a learning system rather than a training event.
Continue reading → http://www.hrmagazine.co.uk/hro/opinion/1077597/the-importance-measuring-learning-development
Plain & Simple 