3. Establish Metrics for Measuring Success
The Kirkpatrick model is among the most widely accepted system for objectively evaluating L&D program efficacy. Coined by Dr. Donald Kirkpatrick in the 1950s, this model breaks program performance down into four training evaluation levels:
Many learning and development solutions offer a degree of performance management but lack the ability to effectively evaluate learning outcomes and business impact — two critical indicators of success. The most effective IT training programs utilize an arsenal of evaluation tools to gauge program performance during and after learners complete the course, including:
- Learner satisfaction surveys
- Customized learner assessments
- Simulated projects built to mimic real-life job scenarios
- Post-completion follow-up assessments
4. Create a Closed-Loop Framework for Data Analysis
An experienced IT curriculum and instructional design team uses a closed-loop L&D framework akin to a lifecycle to align their program’s delivery model and assessments strategy with your organization‘s IT roadmap, discovery insights, desired learning outcomes, and established metrics for program and learner evaluations. Through customized learner and instructor assessments, feedback collection, and data analysis, education experts can monitor program performance down to the individual learner and proactively support wayward students. More importantly, the data generated by their closed-loop framework can immediately flow back into program administration to continuously improve learning experiences and outcomes in real-time.
Digital Transformation is Not a Destination
IT training is never as straightforward as learning other corporate skills. If L&D programs are to produce job-ready IT skills that can be used right away for digital transformation initiatives, they, too, must evolve. The most innovative processes for IT upskilling resemble a lifecycle, rather than a linear pathway, propelled into rotation by the collection, analysis, and utilization of performance data. This is one of the many ways in which “turn-key” courses for IT upskilling, such as self-paced online learning platforms, fall flat.
As the demand for technical talent continues to hinder digital transformation efforts, those who invest in quality, long-term training solutions will supersede those who opt for less sustainable and intentional solutions. After all, digital transformation is not a destination, it’s an ongoing process. As such, shouldn’t learning and development programs for IT upskilling also operate with long-term goals and success in mind?
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