Question
Activity 1
Produce a written response in which you:
Identify examples of metrics used to inform and measure L&D
Evaluate a range of primary and secondary L&D data sources
Activity 2
Undertake research in an area of L&D and write a business report for stakeholders.
Within your report you should:
Provide a short rationale for the area investigated
Explain how you collected and analysed the data, justifying the approach adopted
Draw conclusions and make recommendations based on the findings
Summarise the limitations of your research
Solution/Answer
1.1 Examples of Key Metrics used to Inform and Measure L&D
As a best practice in the contemporary organisation’s practice, the issue of employee capability development has increasingly been taken into active consideration due to its rapidly evolving nature. As noted by Heimeriks and Duysters (2007), organisations are consistently demanding new skill sets to transition through the rapid and intense competition. In a phenomenon where the HR landscape is characterised by time constraints, budget and intent, a failure of justifying the value-add of the learning and development to business would be a dissuading factor (Hsu & Fang, 2009). In the context of the selected topic in this study, the metrics would include;
| Metrics | Description |
| Skill attainment | This is a metric that focuses on measuring the knowledge levels both pre-learning and post-learning. |
| Skill application | Skills without the existence of a real-world adoption fails in serving to its purpose. It is hence essential to measure the level to which a learner is practically adopting a specific knowledge or skill in their roles |
| Behavioural changes | This applies to the culture and soft skills training. It is critical in harnessing an understanding of the effectiveness of a learner in implementing the existing organizational values or soft skills essential for success in their jobs |
| Behavioural changes: Goal attainment | The training and development outcome evaluation ought to be knit stringently to the goal attainment. This is through an intricate tie of the performance management process |
The approaches of classifying the metrics include quantitative, qualitative, prognosed and input-process-output. For the quantitative, this includes sourcing statistical data independently with qualitative involving metrics that are founded on the views and opinions of the involved individuals. Additionally, prognosis involves using the available data to deduce its applicability in the organisation operations. For instance, data on labor market trends and effectiveness of employee benefits programs can be identified through prognosis. Lastly, the input-process-output focuses on complete processes with the resources put in place and the end results obtained. The results are used to inform on the best future practice that can be adopted in the success of organisation operations.
1.2 Primary and Secondary Learning and Development Data Sources
The primary sources are identified as being used in sourcing a direct evidence for or against a particular theory or hypothesis which is involved in an investigation. It is equally adopted in defending distinct assumptions which are used in underpinning an individual research. Majority of the research work will tend to draw into a broad range of primary sources and ………………………………………………………………………………………………………………………….Please contact us to receive guidance, support and tutorial services on this assessment in full based customised to your background information and any other instructions
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