Education providers lack or do not collect data on the impact and effectiveness of programmes
Education without practical application will have no impact. Unfortunately, many L&D experts do not even measure past and subsequent status at this level and are thus unable to demonstrate any change or corresponding impact on business. Do not consider online training a one-off item. Measure the level of knowledge or skills before and after the programme and monitor the impact on practice based on predetermined criteria.
Many executives see learning as a cost, not an investment
Once managers consider development to be a cost, it happens that, especially in uncertain times, they remove it from necessary items. Wrong! The learning budget can be reduced, reduced again, suspended, minimised or controlled. If managers see learning as an investment, they can protect, support and even improve it during a downturn. The challenge for development specialists is to show executives that learning brings a positive return on investment. The best way to achieve this is to measure the ROI of the programme following an economic model. This will remove the doubt that learning is an investment.
Use the value chain for your online education programme
It is important to understand how success is achieved through online education. How do you deliver more productivity, improve service quality, innovate or communicate better with customers? If a lack of knowledge or skills is an obstacle to success, then the implementation of these processes will support it. When learning is initially linked to business metrics, it is transformed into a suitable solution that is designed to have an impact.
You can effectively measure the success of an educational programme through a value chain:
| Level | Metrics | Typical measures |
| 0 – Input | Input parameters of programmes, which include indicators such as time spent, costs, scope, etc. | Programme type Number of programmes Number of participants Time spent Cost |
| 1 – Reaction and planned action | Responses to programmes that include the value perceived by participants and planned actions that drive success | Relevance Importance Usefulness Suitability Intended to use things in practice Motivation Recommendations |
| 2 – Learning | Knowledge and success. Focus on concepts and ways to use the knowledge and skills to support success | Skills Knowledge Skills Competences Trust |
| 3 – Applications and implementations | Application and use of knowledge in practice | Behaviour Range of use Completion of tasks Frequency of use Successfulness Use barriers Use activators Engagement |
| 4 - Impact | Impact of the educational programme | Productivity Profit Quality Innovation Efficiency Retention Customer satisfaction |
| 5 – ROI | Comparison of impact with financial aspects | Cost-benefit ratio ROI (%) Payback period |
Studies show that many virtual training programmes fall apart precisely when measured at the level of business impacts and the application of knowledge in practice. But executives want and need to see the business links to learning, whether learning is provided in person or at a distance. Don't underestimate the preparation process; otherwise, the training or the course itself is only the tip of the iceberg.
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