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Boost your L&D visibility & credibility – The Annual Learning Report
Corporate L&D has evolved over the past 60 years, but one recurring question remains, how do we capture and demonstrate the added value of L&D? Recent interviews with 50+ CLOs reveal that many corporate learning departments struggle to show the organizational impact of their programs. Many think that ROI is not always the best and ultimate metric to determine the value of contemporary L&D.
This article enables you to create your own Annual Learning Report, offering an opportunity to boost your credibility and visibility for key business stakeholders.
ROI is not always the answer
There have been critical discussions around commonly used models, such as the Kirkpatrick’s model, to capture the added value of L&D. This model (Kirkpatrick, 1998), has served as one of the most popular frameworks for evaluating training programs for the last decade. Overall, research finds that Kirkpatrick, Philips and other models measuring ROI, do not fit contemporary L&D due to the lack of attention for continuous learning. As Kaufman 1996) states, the model only focuses on face-to-face training, neglecting other L&D activities such as informal learning. In a previous paper, based on research from Maastricht University, we proposed the Learning Performance Model (LPM) as a better alternative for today’s L&D.
“The real truth about ROI – the Learning Performance Model” describes how contemporary L&D better demonstrates added value with the LPM. As you can see below, the LPM is a two-step model that shows the added value of L&D to business goals, through improved employee performance. The LPM focuses on L&D interventions such as digital and blended learning, face-to-face training, and formal and informal learning directly impacting employee performance (both competence and motivation), resulting in effects on financial and organizational performance. Assuming that the LPM- model better fits to contemporary L&D activities, this article continues answering the question how to demonstrate the added value of learning and development with credible metrics.
The CrossKnowledge suite is a cloud-based technological platform made up of exclusive applications dedicated to the deployment of your training strategies. It allows you to implement blended learning and social learning programmes, to develop distance learning content and skills assessment programmes… or to organise combinations of these different types of project.More details of this software
It allows you to implement the following:
• blended learning projects using our Training Solutions technology;
• social learning projects using our Community Solutions technology;
• mentored learning projects using our Mentoring Solutions technology;
• professional e-learning content development using our Mohive authoring tool. … and to offer a new learning experience.
CrossKnowledge believes that such a platform must not be restricted to classroom and e-learning strategies, but must combine formal and informal learning (on-line dialogues, blogs, etc.), long-term learning paths and immediate training, and PC-based and mobile learning experiences, all built into a single Learning Portal.
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> 08/07/2013 - CrossKnowledge Learning Suite, release 13.1
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