A ‘most-read’ story from an HR publication last week reported that people completed a programme and that performance improved, as though one explained the other. Roles, policies, management, working conditions or a myriad of other factors might also have changed but weren’t reported. Yes, valid programmes contribute, but putting participation numbers next to an improved… Read More Real difference?
I like trawling through old posts. It reminds me of ideas I had, what I was saying at the time, whether I have been consistent and whether I am still sticking to my values. I was doing that the other day and found a post from six years ago about “hate reading”: forcing yourself to… Read More Completion not control
Another in the occasional series where I have a mild but sustained moan about things in our world that should know better. This one has been building for a while but was prompted by an email this week as “one of the most important HR metrics you need to track. Calling a test score a… Read More What Grinds My Gears – HR Metrics
I heard a CEO the other day, in a corporate video, say: “Strategy without impact is a piece of paper.” Fair enough. But if measuring impact isn’t written into the strategy from the start, the strategy was never serious. Most organisations plan the intervention, but nobody plans the evidence. If you didn’t design for evidence… Read More Impact doesn’t measure itself
Ask an L&D team what a training programme costs, and you will get an answer. Room hire, facilitator day rates, licence fees, and content development time. Some teams will go further: hours away from desks, travel, and internal coordination. That is useful. It is also incomplete in ways that matter. The costs L&D can see… Read More Cost of learning