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The Value of Learning is a hands-on guide for the implementationof learning and development programs that can be applied across alltypes of programs, ranging from leadership development to basicskills training for new employees. In this book, Patricia PulliamPhillips and Jack J. Phillips offer a proven approach tomeasurement and evaluation for learning and development that can bereplicated throughout an organization, enable comparisons ofresults from one program to another, and ultimately improveROI.
This groundbreaking book presents a results-based approach toprogram implementation, focusing on a variety of measures that arecategorized into seven data types including:
The authors reveal the techniques for identifying, collecting,analyzing, and reporting all seven types of data in a way thatensures reliable and reproducible results.
In addition, this invaluable resource explores the challenges ofcollecting hard-to-measure data and shows how to place monetaryvalues on the difficult to assess. Building on years of experience,application, practice, and research, the authors draw upon theresults from organizations that have reached the ultimate levels ofaccountability—the ROI. In an easy-to-read format that isfilled with illustrative examples and tips, The Value of Learningis an important guide for anyone who seeks to understand more aboutbottom-line accountability.
List of Exhibits, Figures, and Tables.
Chapter One: Building a Comprehensive Evaluation Process.
Chapter Two: Defining Needs and Objectives: Ensuring BusinessAlignment.
Chapter Three: Measuring Inputs and Indicators.
Chapter Four: Measuring Reaction and Planned Action.
Chapter Five:Measuring Learning and Confidence.
Chapter Six: Measuring Application and Implementation.
Chapter Seven: Measuring and Isolating the Impact ofPrograms.
Chapter Eight: Identifying Benefits and Costs, and CalculatingROI.
Chapter Nine: Measuring the Hard to Measure and the Hard toValue: Intangible Benefits.
Chapter Ten: Reporting Results.
Chapter Eleven: Implementing and Sustaining a ComprehensiveEvaluation System.
Appendix: How Results-Based Are Your Workplace Learning andPerformance Programs? An Assessment for the L&D Staff .
About the Authors.
Posted July 22, 2008
Patti Phillips is fond of saying that finding the return on investment in workplace learning and performance programs via both quantitative and qualitative methods is simply ¿telling the story.¿ She and her husband Jack, who is widely credited with conceiving and applying a fifth level¿ROI¿to Kirkpatrick¿s four levels of evaluation, have written their best book yet encapsulating everything a trainer needs to ¿show me the money.¿ Donald Kirkpatrick, professor emeritus at the University of Wisconsin, first defined the four levels training evaluation in his 1975 book (since revised), Evaluating Training Programs. The four levels: reaction, learning, behavior, and results, have become the most widely used and popular model for the evaluation of training and learning. What Kirkpatrick¿s model didn¿t measure, however, was how the data are collected, analyzed, and reported. Jack Phillips developed a methodology to provide bottom-line figures and accountability for all types of learning, performance improvement, human resource, technology, and public policy programs. The Value of Learning walks the reader through the rationale behind the need to build a comprehensive evaluation process (chapter one) and defining the needs and objectives that ensure business alignment (chapter two). Chapter three discusses the data, the measuring of inputs and indicators that are the heart and soul of the ROI equation. Chapters four through seven discuss the four levels of evaluation, answering not only the ¿why,¿ but the challenges, sources of data, measuring techniques, and how to construct action plans. The heart of the book is chapter eight, which treats return on investment in depth, including how to convert output data to money, and why monetary value is needed to understand problems. Intangible measures such as customer service, employee attitudes, and stress¿which drive funding and are the foundations of organizations¿and whether they could or should be converted to monetary values are the topic in chapter nine. Finally, a process for communicating ROI results (chapter ten) and a discussion of the issues surrounding the implementation and sustainability of a comprehensive evaluation system (chapter eleven) tie a nice bow on the Phillips¿ case that workplace learning and professionals can and should be able to ¿show me the money.¿ I found The Value of Learning to be an easy-to-understand and well-written roadmap for a workplace learning professional to discover the ¿what,¿ the ¿why¿ and the ¿how-to¿ in implementing ROI as a way to demonstrate the accountability and value of our programs. As they authors say, ¿organizations are moving up the value chain, away from measuring reaction and learning to measuring application, impact, and occasionally ROI¿organizations with comprehensive measurement and evaluation systems in place have enhanced their program budgets.¿Was this review helpful? Yes NoThank you for your feedback. Report this reviewThank you, this review has been flagged.