Does your organization employ full-time L&D professionals? I feel certain many of you answered no to that question. For many businesses, the learning role has become a side hustle rather than a full-time focus. I began thinking on this after reading The Future of Learning Careers in Chief Learning Office magazine. I wanted to touch
A learning object is the unit of measure for learning programs. Every learning professional needs to grasp this concept if they ever hope to create measurable learning programs. This is a simple concept but one many L&D pros struggle with.
Authoring tools help you create content and add visuals. LMS tools track courses offered and who has taken what course. Those tools provide support and info helpful to your L&D department internally, but they don’t offer what your stakeholders want: data. Business leaders are asking L&D to prove their design methods actually yield results. They
Recently, I was a guest on The CLO Show. That’s a podcast produced by Riptide Software and led by moderator Patrick Hodgdon. Of course, we talked about one of my favorite topics: moving past the survey and learning how to measure by design. You can listen to that podcast here. Following A Familiar Path To
U.S. businesses spend billions on training programs each year. That’s no small expense. As a result, stakeholders are demanding proof that the training is worth it. They want hard and fast measures of performance change. They want evidence that performance is improving and that money spent on learning is worth it. Learning pros have been
Businesses spend billions on training every year. According to a 2016 training report, total U.S. training expenditures reached $70.65 billion. Despite all this money spent, learning professionals—and the companies that employ them—remain mystified about how to show measurable training results from these programs.
A bore. A chore. Cringe-inducing. Hellish. I recently read this article: Why so many companies get training wrong. Those words above were used to describe learning programs. To hear the attendees talk, learning programs are awful. As a learning professional, this may match feedback you’ve received (but I hope not). If you attend learning programs,
Learning and business outcomes. One should always lead to the other. As I said in my last post (Why Is Behavior Change the Key to Learning Measurement?), there is a deep connection between the work we do and business outcomes. Our goal is to make the business more capable through learning programs. We exist to
Measurement is a mystery to many people in our profession. That’s a shame because measurement is the only way learning pros can show their value to the businesses they serve. There is a deep connection between the work we do and business outcomes. At its most basic, learning adds capability to a business. It helps
It can be difficult to be the first in anything. The first person to push back on common practice often gets hit with a mountain of ridicule from those who have done the same thing forever. When you are the first, others tell you all the reasons why what you are doing is wrong. You
Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.