(Solution) CIPD 5OS06 indicators of successful leadership and management development initiatives. (AC 3.1)


Learner engagement

The success of a LMD initiative can be reflected by the level of learner’s engagement. Learner engagement reflects the efforts and amount of time participants invest into their learning process (Vulpen, 2021). It means people are taking enough time to process learning material produced and sign up. When employee engagement has improved, it means the LMD was successful. The more people will provide positive feedback about training, the more they are engaged with the learning process.

Retention rate

The level of retention before and after learning is a strong indicator of a successful LMD initiative (Elsafty and Oraby, 2022). Leaders and managers often learn and share their experiences with staff members. This in turn makes staff members to feel more valued and recognised and therefore will consider staying for a longer period. Considering the high cost of turnover such as recruitment costs, onboarding costs, loss of knowledge and productivity, organisations are considering keeping its members onboard.


Individual satisfaction is another indicator of a successful LMD initiative. Currently, United LEC is experienced low levels of satisfaction and introducing formal training could be a major step to boost employee satisfaction. Helping staff members to learn and grow is an indication that you value their career progression and perhaps they will be satisfied after learning new knowledge and skills.

Performance improvement

Performance improvement is another area where the success of LMD can be seen. Leaders and managers who take part in effective L&D are more likely to work efficiently and help their teams to improve.



In order to measure the learner engagement, United LEC HR manager may use engagement surveys and encourage people to give responses concerning their feelings and reactions concerning learning programmes. Use of satisfaction ratings and a key consideration of individual performance can also reveal how well people are engaged.

Return on investment (ROI)

ROI measures the returns from training compared to the cost used during the learning process (Vulpen, 2021). Key indicators such as retention rate and performance can be evaluated using ROI. This method is usually linked to the business impact and revenue. Are people leaving or staying for long? What is the percentage of revenue increase? Understanding the business impact of training can help understanding how well the LMD initiative was useful.

The Kirkpatrick Model

This model measure the impact of learning programmes based on four levels; reaction, learning, behaviour and results (Cahapay, 2021). During the reaction level, HR manager may want to understand individual engagement or how well learners found the learning engaging, favourable and relevant. At the learning level, HR manager would want to understand how well people acquired knowledge and skills (Alsalamah and Callinan, 2021). Use of interviews and post-training assessments can help in this level. The behaviour level determines how people are applying what they learned at work. Finally, Kirkpatrick model measures the results of learning. These could be performance, retention and satisfaction. Performance results or data can be analysed during the result level to determine performance improvement (Alsalamah and Callinan, 2021). Checking turnover rate data can help understand change in turnover before and after training. Conducting polls, tests and post-training assessments can reveal a great deal of information about individual satisfaction.

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