Creating L&D Goals and Metrics — Lesson 3
The Kirkpatrick Model
Learn about the most common challenges that L&D practitioners face when trying to track L&D goals and metrics and how to overcome them.
We show you how to measure the impact of a standalone intervention using the Kirkpatrick evaluation model as the go-to industry standard.
Duration: 7 mins
Duration: 12 mins
L&D interventions metrics
Measuring Impact for an L&D Intervention
Understand how to measure the impact of an L&D strategy and how to win over your c-suite with data.
Download our powerfully designed step by step guide to get started with your Goals and Metrics.
Download Goals and Metrics template
Watch the first part of our online video course to understand the most common challenges that L&D practitioners face when trying to track L&D goals and metrics and how to overcome them.
The Kirkpatrick model
Then in part 2, we will show you how to measure the impact of a standalone intervention using the Kirkpatrick evaluation model as the go-to industry standard. Its 4 levels are Reaction, Learning, Transfer and Results. As you go up the levels, the rigor of your evaluation increases and we will see how exactly in the video below.
L&D interventions metrics
In the final video, you'll learn how to measure the impact of an L&D strategy wth the help of strategic alignment, overall impact and business results. We'll also show how to win over your c-suite with data.
Download your template to measure impact for an L&D intervention
After watching all three videos, we highly encourage you to take action to complete the post lesson activities. Download our step by step guided template to help you create goals and measure impact of a specific L&D intervention. By the way, an L&D intervention can consist of anything from a standalone coaching to a long term leadership development program
Tracking the impact of each L&D intervention will give you information on whether that intervention is achieving the desired goals. This allows you to take action to improve on or change the approach.
Additionally, if the goals of your L&D interventions are fully aligned to your L&D strategy, you can consolidate the impact
measurements across the interventions to track the impact of your overall L&D strategy.
Download the guide here!
Download the session guide
In order to better follow Alison in this video, please download this presentation here and have a read through when you have a moment.
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A study by Capgemini found that 47% of employees would move to another employer that provides better digital skill development. The market is and will continue to evolve. So, whether it’s information on the future skills needed to drive long term business strategy, or as an employee attraction and retention strategy, it’s important to factor future labour market trends in your L&D strategy.
So in order to gain insight into how to construct an L&D budget, the most vital steps are
1. Gathering current and future development needs
2. Prioritising and addressing critical gaps
3. Taking resources and constraints into account
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Who developed the course?
Alison JY Lee
As a leadership coach and organisational psychologist, Alison is on a mission to create meaningful, vulnerable and courage-filled workplaces. She is a long-term partner of Kenjo and works closely with our team to help people thrive, and companies truly succeed.
Kenjo is here to support HR teams to become a strategic partner within their company, helping people to reach their potential, and the company to truly thrive.
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