Using Information, Metrics and Developing Business Cases for L&D

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Using Information, Metrics and Developing Business Cases for L&D
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Activity 1
Metrics used in Informing and Measuring L&D
Metrics are used in measuring the effectiveness of L&D and are divided into categories
which are: inputs which include human and financial resources among others, the process which
involves activities carried out, the output which are the results of an activity, and outcome which
is the program’s results (Anyan, 2013, pp.36). Also, they are grouped into quantitative and
qualitative metrics which are used in conducting assessments, evaluating the process, and
understanding the results. Metrics which are used in informing and measuring L&D include:
Intent: it is classified under the input classification since it involves human resource that
facilitates the implementation of program activities. It entails conducting interviews on employee
experience and identifying areas for improvement. For example, training spends can help break
down the learning depending on the area of improvement as per the employees.
Knowledge: the metric is classified under process classification since it deals with
activities carried out to attain organizational objectives. It involves measuring employee’s
knowledge in performing a task. Through mini-scenarios, training recipients can be identified
depending on categories such as sales and management.
Behavior: it is classified under output since it measures the results after training is
conducted. Performance improvement is measured at several points (Das, et al, 2014, pp.55).
From these statistics, the time spend training, who were trained, and topics taught are easily
identified.

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Impact: this is grouped under outcome since it shows Return on Investment in an
organization (Dey and Cheffi, 2013, pp.713). It indicates how L&D has impacted on
organizational performance. For example, this can be through training and evaluation as well as
feedback.
L&D Data Sources
Secondary Data
Industry Associations: data is obtained from the industry’s websites detailing its history,
company news, industry trends’ reports, product press releases, or technical resources (Edwards,
et al, 2013, pp.7). This is the source is beneficial when beginning to learn about a new industry.
Professional Sources: they include news articles or periodicals which are available online.
They are written by individuals working in the field or employee writers with expertise (Ensour
and Kharabsheh, 2015, pp.154). They are essential since they discuss the practical application,
offer opinions regarding trends, events, and industry.
Academic sources: they are written by researchers who are field experts and may include
colleges, universities, or medical laboratories experts (Esterhuizen, Blignaut and Ellis, 2013,
pp.74). They are important since they explore theories, introduce new ideas, or adding
information to a particular discipline.
Primary Sources
In-depth Interviews: they present an opportunity of gathering detailed and authentic data
regarding an industry’s participant, rivals, and the wider industry (Falola, Osibanjo and Ojo,

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2014, pp.161). It facilitates access to information that has not been disclosed before and the
interviewer is able to guide the interview towards their research objective.
Surveys: they facilitate gathering the quantifiable large amount of data (Foster and
Fletcher, 2013, pp.311). They are also used to make future forecasts may it be the population’s
future behavior, satisfaction, or preference. The authenticity of information may be questionable.
Focus group: it entails getting a small group of individuals who fit within an organization
demographic to discuss what they like and dislike. It helps collect data that is reliable and
authentic since honesty is encouraged.
Social media monitoring: the social is essential to a person in keeping tabs on candid
data regarding an industry or even the competitors. Through this source, an organization can
learn what people are saying about its brand and if what they are saying is positive or negative.
The information is readily available and can be relied upon.
Activity 2
Introduction
Basically, learning and development are aligned towards employees’ training needs and
career development. The primary aim of L&D is that an employee’s skills and knowledge are
advanced in a manner that will assist them in carrying out their duties efficiently, resulting in
organizational performance. The world is changing very fast and traditional work methods are
being replaced by new technologies. As a result, this calls for new work methods that require
new and advanced skills. Training both intellectually, physically, mentally, and social are very