Training Measurement Services

We pride ourselves on measuring and quantifying the impact of training and development. Our training measurement services align and help to support our core belief in the transfer of training and the required impact on the business through increased revenue, decreased costs and/or increased productivity.

We believe that training measurement is important for three reasons:

1. To produce solid business results while answering the questions:
   • How are we growing our people?
   • How are we growing the business?


2. To drive accountability for execution in the areas of:
   • Using new knowledge, skills and processes
   • Manager involvement and support


3. To provide feedback for coaching that is:
   • Simple
   • Relevant
   • Actionable

Post-Workshop Skill Application & Training Measurement

In addition to our standard workshop satisfaction metrics, LSA offers three additional training measurement options for each workshop:

1. 
   LSA Smart Trac™ training measurement surveys are used to track application and results of new skills and approaches 60-90 days after the initial training. This combination of Level 3 and Level 4 training measurement captures both leading and lagging indicators of performance. Each survey typically includes:

   • Training measurement of skill usage in critical situations (12-20 key skills)
   • Identification of critical coaching and follow-through activities
   • Training measurement of business results and outcomes back   on the job based upon key success stories
   
   

   We frequently use scorecards to provide quick, clear feedback to front-line managers for coaching purposes. The LSA Smart Trac™ training measurement service is offered as an on-demand service.  There is no hardware, software, or related infrastructure to purchase and maintain. The end result is a highly available, scalable and secure application available to participants 24/7 around the globe.

          View an example Case Study demonstrating the LSA Smart Trac™
          approach to Level 3 and Level 4 training measurement and where we
          have successfully done this before.

2. 
   LSA Definite Difference™ is a new training measurement approach that isolates the results produced by learning solutions comparing hi and low adopters of the targeted skills. It controls for most other factors, including age, experience, tenure, location, competitors, market changes, and pricing changes. The result is a clear picture of the “definite difference” made by new skills used back on the job — typically quantified in financial terms.
   

   The fundamental question we are answering is: "What is the difference?" between managers who get involved? between participants who get coached? between those who adopt the new skills and those who don't? between participants who use the tools and those who don't? between those who use e-learning and those in the classroom?

   Why look for the Definite Difference?

   To answer the questions: "How can you isolate the impact of the training?  Doesn't a rising tide lift all boats?  Aren't there just too many outside influences and variables?"

   Traditional training measurement methods address this issue using control groups or calculating Return on Investment (ROI).  Both have serious limitations.  First, reliable control groups rarely exist in the real world.  Second, an ROI statistic is typically too small to show the full impact of training, too big to be believed, and too complex to be easily understood.

   View an example Case Study to see what is possible with the LSA Definite Difference™ approach to measurement and where we have successfully done this before.

3. 
   LSA Smart Metric™ is a careful blend of academic rigor and real-world practicality. Our eight step training measurement process begins with an evaluation of the business goals and challenges to be addressed by the training. Through executive-level conversations, we work with you to identify one to three training measurement metrics directly impacted by the learning initiative and aligned with the business goals.
   

   Once data is collected from internal systems including: compensation order-fulfillment billings operations

          View an example Case Study to see the LSA Smart Metric™ process
          in action and where we have successfully done this before.

Still think that it is too difficult to quantify the return on your training investment through our approach to training measurement, the white paper 5 Easy Pieces to Performance Management may surprise you.

LSA Global delivers training measurement in more than a dozen languages simultaneously, including: