Right now, somewhere in the world, a professional sits in a training class. Whether he’s there by his choice or not…he’ll follow a rote, time-worn process. He’ll listen, maybe take a short competency or skills test, and then complete a satisfaction form on the course. Yet whether he learned anything or if it sticks—that is, his behavior actually changed over the long-haul—is largely anyone’s guess.
Today’s Learning and Development operations, after all, typically aren’t hard-wired to substantiate how (or, worse yet, if) they’re contributing to an organization’s success. In short, they can demonstrate activity, but not results. That lack of evidence positions training teams at a disadvantage, making them an all-too-easy target when budget axes begin to swing (and they eventually do, always). Unable to defend themselves using the same ROI terms as their peers across the organization, Learning and Development teams are left vulnerable to the rigor of objective measures that subjective reasoning—no matter how powerful or persuasive—simply can’t match.
By integrating eParamus, training teams take a seat at the table with confidence, knowing that they can articulate precisely how their Learning and Development operations impacted organizational effectiveness for the better. Training isn’t analyzed through an incomplete, distorted lens of “was the presenter well-liked and content well-organized?”; instead, using eParamus empowers organizational leaders to accurately determine if the right content is being chosen, how much of that content was learned, and how behaviors changed because of that learning.
Putting eParamus to work doesn’t demand that organizations overhaul how, when or whom they train. It only demands that their leaders have a desire to quantify, finally—once and for all, how the resources they invest in Learning and Development pay meaningful, consistent and continuing dividends.
Laura Paramoure, EdD, has more than 25 years of academic and private sector experience in organizational development, learning measurement, and training design. She has conducted primary research to develop thought leadership on learning effectiveness and measurement culminating in her dissertation Perceptions of training and non-training managers of organizational impact measures based on design intent.
As a recognized thought leader in learning evaluation and impact, Dr. Paramoure regularly speaks about training ROI at seminars for organizations such as Association of Talent Development (ATD) and International Society of Performance Improvement (ISPI).
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Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.
