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 thoughts on “Effect on organisational performance”
[…] again I want to raise the subject of performance and learning. A few weeks ago I wrote about how if you don’t know how you were impacting performance, you should question why you are doing […]
[…] In a work context, recognising learning wherever it happens means not counting just your classes. Learning is the work. The counting should be the performance improvement. […]