In a recent survey by the Corporate Executive Board (2013), 56% of managers felt that employee performance would not change or would improve if L&D were eliminated completely. Research suggests that as much as 90% of training resources are spent on the design, development, and delivery of training events that yield 15% on-the-job application (Brinkerhoff, 2006).
With this as the backdrop, Tata Interactive Systems recently hosted a Webinar on Talent Development and Reporting Principles (TDRp) that offered valuable tips on how to improve the measurement of your learning and run it like a business. Presented by David Vance, Executive Director, Center for Talent Reporting; Gajanan Kasbekar, Senior Vice President, TIS and Dr. Shwetaleena Bidyadhar, Principal Learning Designer at TIS, focused on:
- What does TDRp mean for the learning professional
- What constitutes the TDRp Approach, Measures & Reporting
- How you can begin your TDRp journey…
The webinar discussed how TDRp can help practitioners plan, measure, and manage to deliver business impact using a standard, yet flexible, approach. More specifically, application of TDRp will enable you to more effectively and efficiently impact the bottom line results. In particular, TDRp will help align learning to these key strategic goals and establish the expected impact of L&D initiatives on business outcomes. It also helps identify, report, and manage the most important effectiveness and efficiency measures for our key initiatives, besides helping manage key initiatives through the year to deliver planned results.
The Target Audience for TDRp mainly includes Talent leaders and managers - all those responsible for programs, people, and budgets. It is also about proactive discussions with senior talent leaders (SVP of HR, CLO, Head of Talent Acquisition, heads of other talent processes (leadership development, capability management), senior organizational leaders (CEO, CFO, EVPs, SVPs, governing boards). In short, it is about the process of managing the business.
After successfully implementing TDRp, L&D should employ three types of measures using industry standard definitions, although the choice of measures will depend on our goals and will be decided upon at a later time. The three types of measures are outcomes, effectiveness, and efficiency. However, any measure to be managed has to have a plan. Hence, it is imperative that enterprise-wide effectiveness and efficiency measures should be set by the department head. Further, plan for outcome and program-specific effectiveness and efficiency measures should be set by sponsor, program manager and department head.
So, in short, TDRp answers your questions about what data should be collected, how the measures are defined, how the data should be organized, and how it should be reported. The three statements that incorporate the recommended measures, and the three management reports that draw from the statements were also discussed during the webinar. The TDR principles apply to profit, nonprofit, and government organizations, and are a collective, open-source effort (no copyright) by L&D professionals to provide much needed structure to data gathering, organization, and reporting.
To know more about TDRp and the process of managing learning as a business, view our recording at https://www.youtube.com/watch?v=nEoc8MDbR30&feature=youtu.be