setting the l&d strategy and multi-year plan for analytics ...€¦ · setting the l&d...
TRANSCRIPT
Setting the L&D Strategy and Multi-year Plan for Analytics
Capability
Ryan Sullivan
Associate Director, Learning Analytics
PPD
• Introduction
• Defining the Challenge
• Success Differentiators
• Q&A
My Measurement Journey
• 140k learners
• Over 4k ILT events per quarter
• 5 languages
• Statistically validated process
2011
Today
2014
2017
• Technology implementation
• Manual data collection
• Automated collection
• Enterprise-wide evaluation process
Learning Measurement at PPD
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Measuring 500+ programs annually
21,000 learners
Dedicated measurement team with four FTE
Discovery
Strategy
Agreement
Measure
Report
and Analyze
Improve
Training Development and Delivery
Project Initiation
Stakeholder Alignment, Partnership and Consultation
90% Automation and Self-Service
Why Can’t We Get There?
Common Challenges:
• Not enough resources
• Lack of scalable technology
• Poor stakeholder engagement
• Low report utilization
• Question of reporting value
Success Differentiators:
• Identify a strategy and framework
• Start small
• Implement standards
• Build partnerships
• Communicate
• Gain executive support
Crafting a Long Term Strategy
• Measurement maturity takes time
• Scaffold deliverables
• Pace with adoption
Getting Started by Starting Small
• 1-2 small but important programs
• Measure manually if needed.Do not wait for the technology!
• “Perfection is the enemy of good enough”
• Mistakes help firm up processes
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Implement and Enforce Standards
• Invest time building a framework
• Select standard evaluation methods for all learning types
• Determine standardized report outputs, and how you expect practitioners to use the data
• Implement a governance group/work group‒ Invite shared input into the standards
‒ Be prepared to defend validated methods!
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Example: Measurement Framework
Help them build success stories to socialize
Find Your Champion Partners
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Seek out your fellow learning measurement
enthusiasts
Give them all the support you can!
Present to their senior leadership
Communicate, Communicate, Communicate!
• Learners are one of your most important stakeholders
‒ Let them know what you are doing with their feedback
‒ Increases response rates!
• Good change management
‒ Map your stakeholders
‒ Implement communication plans for each group
• Offer consistent support to learning practitioners
‒ Enable their success in using the data
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Example: Training Evaluation Toolkit
Gaining Executive Support
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Interview senior stakeholders
Find out what is important to them
Share early successes and predict future impact
“Predict or perish”
Drop the learning jargon and fancy visuals
Speak to them in their language
Follow-up as frequently as you can.
Show that you are helping improve on their pain points
Executive Support
