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Re-evaluating Evaluation | Social Learning Blog

Dashe & Thomson

My thinking about training evaluation was turned on its head by a presentation at the February 2011 MNISPI meeting by Beth McGoldrick of Ameriprise’s RiverSource University. The title was “Expanding ROI in Training Programs Using Scriven, Kirkpatrick, and Brinkerhoff,” which sounds pretty academic. But it wasn’t.

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Managing and measuring coaching in the new normal

CLO Magazine

It’s worth noting that only 24 percent indicated they plan to share ROI data with senior leaders. The Kirkpatrick Model is designed to evaluate both formal and informal training methods and rate them against four levels of criteria: Reaction, Learning, Behavior and Results. Level One, the most basic level of evaluation is “Reaction.”

Coaching 108
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Do You Have a CEO-Friendly Scorecard?

CLO Magazine

Phillips is president and CEO of the ROI Institute. In 2010, the ROI Institute conducted a major study sponsored by the Association for Talent Development to understand the executive view of learning and development investments. 1 measure of L&D investments preferred by executives is business impact, followed by ROI.

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Brewing CALDO: How communications and learning professionals can thrive using DevOps

CLO Magazine

circa 2011. According to “Measurement Demystified: Creating Your L&D Measurement, Analytics, and Reporting Strategy,” the vast majority of organizations only evaluate their courses by using Kirkpatrick/Phillips Levels 1 and 2, although more are beginning to use evaluation methods of Levels 3-5. Indeed, we are.

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McDonald’s Special Sauce: Learning

CLO Magazine

“On top of that, ROI is also clear to our franchisees, who rate our training and tools as positively impacting their people and business results.” For 2011-2013, focus areas were elevating talent management, optimizing the menu, broadening accessibility and modernizing the restaurant experience.