Effect on organisational performance

Photo by Lukas from Pexels

A few weeks ago I wrote about the Barcelona Principles and the benefit in reviewing these as a tool for measurement in learning. The next principle I amended says:

The effect on organisational performance can and should always be measured

It seems obvious, but what impact did your learning activity have on the business bottom line? If you don’t know, you’re not doing your job.

This isn’t level 4 Kirkpatrick analytics; you should be able to see that managers who have spent time developing their skills in managing absence have improved employee wellbeing. That these managers are more considerate, able to understand and apply policy, able to flex as needed.

A few years ago I wrote about time management courses. What is the organisational performance you’re trying to improve as a result of your learning intervention?

If you don’t know, don’t do it.

2 responses to “Effect on organisational performance

  1. Pingback: All about the data | Lost and Desperate·

  2. Pingback: Fail to prepare | Lost and Desperate·

Please comment...

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.