Assess methods used to evaluate Learning and Development interventions
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Today, learning and development (L&D) is increasingly becoming a part of the corporate world as the business environment continues to become more volatile. However, one of the most nebulous part of L&D is measuring its effectiveness yet it is becoming even more vital for organizations to illustrate value for money. It is important for organizations to evaluate learning and development because it is competing for scarce organizational resources. But how do you evaluate Learning and Development (L&D) interventions? In this essay, we assess methods to evaluate Learning and Development (L&D) interventions, focussing on the methods outlined in Beevers, Rea et al. (2020) and the wider HR literature. The essay compares these methods with the ideals of evidence-based management practices, assessing the merits for all methods for showing a return on investment (ROI) for real-life organisations’ L&D interventions.
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Coursework assignment question (3,000 words)
Write an essay that assesses methods to evaluate Learning and Development (L&D) interventions. In the essay, focus on the methods outlined in Beevers, Rea et al. (2020), and the wider HR literature. Compare these methods with the ideals of evidence-based management practices. Assess the merits of all methods for showing a return on investment (ROI) for real-life organizations’ L&D interventions.
Relate your essay to two real organizations which differ in their size, mission, and potential L&D needs.
Key Learning Outcomes
By the end of this assignment, students should be able to:
- Understand and develop instruments for measuring and monitoring learning and development.
- Develop strategies to enhance the Learning and Development process in organizations.
- Apply evaluation frameworks proposed in the strategic HR literature to real-life organisations.
INTRODUCTION
In its simplest form, learning and development (L&D) is the process through which a company ensures that its workforce is knowledgeable, engaged and has all the skills required for its success (Armstrong and Taylor 2017). It involves equipping individuals and teams with knowledge and skills through learning events, experiences, programs offered by organizations, coaching provided by line managers as well as self-directed learning activities initiated by individuals.
Reynolds et al (2002) defined learning as the process by which a person develops new skills, knowledge, and capabilities, while training is one of the many responses undertaken by an organization to promote learning among its employees. L&D is an essential component of organizations because it enhances resource capability, considering that an organization’s human resources are its major source of competitive advantage (Phillip & Phillip 2007; Armstrong and Taylor 2017). It also ensures that the company has the right quality of employees to meet its organizational demands.
Despite all the advantages associated with L&D programs, adoption has been slower in countries like the UK. According to research, UK organizations are not investing enough in learning and development and are falling behind more ‘future focused’ international competitors (Woolnough 2019).
Despite the fact that effective Human Resource Development (HRD) operations are vital to an organization’s overall success, most organizations do not put effort in evaluating the impact and return on training investments that they could and should. Besides, traditional evaluation methods and models focus on simply assessing the scope of training’s effect and do little to help reap greater performance and organizational impact from human resource development. This in most cases ends up undermining this purpose (Brinkerhoff 2005).
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