Is Training Worth The Investment?

by The HR Observer

Dr Patti Philips is president and CEO of ROI Institute, Inc., the leading source of ROI competency building, implementation support, networking, and research. An renowned expert in measurement and evaluation, she helps organizations implement the ROI Methodology in 60 countries around the world.

Dr Patti will be speaking andbleading a certificate programme on how to connect learning investments with the business bottom line at the upcoming ATD Middle East Conference &
Exhibition 2017 in Dubai – the region’s most prominent talent development event.

Here are some of the key trends and tactics on talent development as identified by Dr. Patti in our conversation with her.

Top 3 tactics in measuring the effectiveness of talent management strategies:

1) Align

The first tactic concerns alignment. Before investing in any talent management program or project, the talent management team needs to clarify the business needs. This does not mean they should have a vague idea of what the organization needs. It means defining specifically what opportunities exist for the organization to make money, save money, and avoid costs.

2) Set Objectives

The second is to setclear, measurable, and relevant objectives, including application and business impact objectives and design programs to achieve those objectives.

3) Evaluate

Third, talent management leaders need to build evaluation into their processes. All too often, evaluation is viewed an add-on activity. It is, however, critical to success of talent management investments. By building evaluation into talent management, organizations are no longer ‘implementing’ evaluation or ‘implementing’ talent management strategies. Rather, they are driving the business through talent management. This requires measurement and evaluation.

One key trend is transforming the current talent development landscape..

Using design thinking to deliver business results. Today, the trend is to design talent development programs for business results. Program owners clarify needs and develop a blueprint of success before investing in development. They design according to the blueprint, enhancing their opportunity for success.

The Future of Talent Development..
Talent development is going to become more meaningful with the help of measurement, evaluation, and analytics. The workforce of tomorrow is going to be much different that of today. Expectations will be different. The people entering the workforce have an expectation that work should be a destination location – that experience matters. But they are not necessarily looking for an experience just for the sake of it. These are smart people – they want to engage so long as the
organization engages with them – and they want to see results for their efforts.

Best one-sentence advice for aspiring talent and learning leaders..
Demonstrate the value of what you do in terms that top leaders can understand.

Dr Patti Philips will be speaking at the upcoming ATD Middle East Conference and Exhibition and leading a two full day program on Building ROI-Based Learning and Development Frameworks. This program is an opportunity for practitioners to learn how to implement the ROI Methodology within their L&D strategy to connect their learning investment with the business bottom line. They will engage in a simple case study, participate in application exercises, and leave with a plan to apply the
process to a specific program.