Example: Learning & Development

 Below are two common goals organizations may have for their learning & development programs, along with example metrics and data-gathering methods that could be used to evaluate whether any new L&D initiative is achieving its intended outcomes.

Note that all of these metrics should be gathered at several intervals: (1) Before any new initiative is put into place, (2) At one or more midpoints later on, once the program is underway, and (3) After the program has concluded (if it has a finite start and end). These “pre” and “post” measurements are critical, because they allow you to identify changes in the key metrics you’re trying to impact.

Example Goal 1: Close the skills gap

Example metrics: Number of skills self-reported by employees and their evaluation of their competency with these skills. Managers’ assessments of employee skillsets. Employees’ scores on skills assessments. Internal mobility rates.

Data-gathering methods: Employee and manager surveys, skills assessments, number of vacant roles applied for and accepted by an internal candidate vs. an external candidate.

Example Goal 2: Improve the company’s culture of learning

Example metrics: Employees’ perceptions regarding their ability to spend time on L&D activities, their willingness to do so, and their belief that their company supports this and will reward them for their efforts. Managers’ willingness and ability to encourage L&D activities among their team members. Actual time spent on L&D activities.

Data-gathering methods: Employees and manager surveys, focus groups, uptake of company-provided L&D programs, external assessment by a workplace partner.