HR TRANSFORMATION · 2 HOURS
Measuring Whether Training Stuck
Measuring Whether Training Stuck teaches L&D practitioners, HR business partners and programme sponsors to look past completions and satisfaction scores to changes in the work itself. You finish with a measurement sheet for one real programme, with signs a manager can see two weeks later, so you can show whether the training made a difference.
About this course
Most training reports count enrolments, completions, time spent, satisfaction ratings, and quiz scores, because those numbers are easy to collect. None of them shows whether people work differently afterwards, which is the question sponsors and senior leaders actually want answered.
This course teaches you to write signs in the work that someone else could see a few weeks after a programme, to plan a fair before and after comparison, to ask managers for evidence rather than opinion, and to read a missing sign correctly. You finish with a one-page measurement sheet for one real programme.
What you will take away
- You will be able to tell a measure that counts activity inside a programme from one that shows the work changed.
- You will be able to write a sign in the work that is observable, appears in normal work, is seen by someone other than the learner, and has a before state.
- You will be able to plan a fair comparison, with a before sample collected the same way as the after and a window of about two to six weeks.
- You will be able to ask a manager three short questions that bring out what they saw, one example of the work, and what got in the way.
- You will leave with a signed measurement sheet for one programme that says how it will be judged by signs in the work rather than by activity counts.
Who this course is for
- L&D practitioners who currently report completions and satisfaction scores and know those numbers do not show whether a programme worked.
- HR business partners who are asked by sponsors whether a programme made a difference and want an honest way to find out.
- Programme sponsors and managers who pay for or run training and want evidence of change in the work of the people who took part.
- Anyone responsible for one real programme who can speak to at least one manager of participants and has no analytics tools or evaluation background.
What you will do
Each lesson teaches one part of the method, works through a realistic example, and ends with a check on a case you have not seen. The course closes with an assessment and then the piece of work you sign.
- 5lessons with a worked example and a check
- 7scenario questions in the course assessment
- Signedthe measurement sheet, with a record anyone can verify
- 2 hoursat your own pace, with progress saved
- 01
Lesson
What you stop counting
This lesson separates measures that count activity, such as completions, ratings, and quiz scores, from measures that show the work changed, and explains what activity counts are still useful for. You read a customer service programme report and mark each line of a new manager programme report.
- What most training reports count
- Two labels for every measure
- What activity counts are still for
- The mistake people usually make
You mark 5 statements from a realistic case and receive an explanation for each one.
- 02
Lesson
Signs in the work
This lesson defines a sign in the work and its four features: observable, in normal work, seen by someone else, and with a before state. You compare two draft signs for a delay update programme and choose the sign that follows the lesson for a data handling programme.
- What a sign in the work is
- The four features of a good sign
- A sign does not have to be a number
- The mistake people usually make
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 03
Lesson
When to look
This lesson explains how to choose a collection window, why the before state must be collected in the same way as the after, and the care needed with records about individual workers. You mark lines of a collection plan and choose the fairer plan for an expense claims programme.
- Choosing the window
- A before state collected the same way
- Two labels for a collection plan
- Care with records about people
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 04
Lesson
The manager conversation
This lesson shows how the question you ask a manager decides whether you get evidence or opinion, and sets out three kinds of question that fit a ten-minute call. You rewrite opinion questions for new managers and edit questions for a complaints handling programme.
- The question decides what comes back
- Three kinds of question
- What not to ask
- Keeping it to ten minutes
You repair a flawed draft so it meets the standard the lesson sets, and your revision is checked against it.
- 05
Lesson
Reading what you found
This lesson explains the two explanations for a missing sign: the skill is missing, or the work gave no chance to use it, and why each calls for a different response. You read findings from a delay update programme and mark findings from a one-to-ones programme.
- Two explanations for a missing sign
- The skill is missing
- The work gave no chance to use it
- Read before you respond
You mark 5 statements from a realistic case and receive an explanation for each one.
- 06
Course assessment
Course assessment
This lesson recaps activity counts, signs, fair comparison, manager questions, and reading findings, then repairs a coaching programme report from a housing association. You answer seven new situations with feedback on each choice and need six correct to pass.
- What to stop counting, and what to look for instead
- Collecting a fair comparison
- Asking managers, and reading what comes back
You judge 7 new workplace situations, with feedback on every option, and need 6 correct to pass.
- 07
Final work and signed record
The sheet
In this final lesson you write the measurement sheet for your own programme, naming the skill, up to three signs with before states, when you will collect them, and your manager questions. Each part is checked before you sign the sheet for your record.
- What the measurement sheet is
- Each part, and what it must contain
- Keep on the sheet, or take off the sheet
- How the sheet is checked, and what the record shows
You write the measurement sheet for your own work, part by part, and sign it as your record.
GOOD WORK.THE MEASUREMENT SHEET, SIGNED.
WHAT CHANGES
What the course changes for you and your organisation.
- 01
An honest answer for sponsors
The course replaces an impact slide full of completions and ratings with signs that someone other than the learner can see in normal work. Sponsors receive evidence of whether the programme changed the work, and activity counts are reported for what they are.
- 02
Comparisons that can be trusted
You learn to collect the before and the after in the same way, from the same kind of work, inside a stated window. That makes a difference you find more likely to reflect the programme, and the course also explains the care needed when signs come from records about individual workers.
- 03
The right response to gaps
The course teaches you to tell a skill that is missing from a job that gave no chance to use it, such as a team on leave or a missing tool. Your organisation avoids rebuilding a programme when the real problem sits in the work environment, and avoids excusing a programme that did not work.
- 04
Half of L&D lack impact checks
The CIPD's Learning at Work 2023 survey found only 50% of learning professionals have a process for assessing learning impact. With UK employers spending £1,700 per employee on training, according to the Department for Education, sponsors increasingly expect evidence of change in the work rather than completion counts.
QUESTIONS
Questions about Measuring Whether Training Stuck
- What is Measuring Whether Training Stuck about?
- Most training reports count enrolments, completions, time spent, satisfaction ratings, and quiz scores, because those numbers are easy to collect. None of them shows whether people work differently afterwards, which is the question sponsors and senior leaders actually want answered. This course teaches you to write signs in the work that someone else could see a few weeks after a programme, to plan a fair before and after comparison, to ask managers for evidence rather than opinion, and to read a missing sign correctly. You finish with a one-page measurement sheet for one real programme.
- Who is Measuring Whether Training Stuck for?
- L&D practitioners who currently report completions and satisfaction scores and know those numbers do not show whether a programme worked. HR business partners who are asked by sponsors whether a programme made a difference and want an honest way to find out. Programme sponsors and managers who pay for or run training and want evidence of change in the work of the people who took part. Anyone responsible for one real programme who can speak to at least one manager of participants and has no analytics tools or evaluation background. No specialist background is assumed, and every term is explained before it is used.
- What will I be able to do after Measuring Whether Training Stuck?
- You will be able to tell a measure that counts activity inside a programme from one that shows the work changed. You will be able to write a sign in the work that is observable, appears in normal work, is seen by someone other than the learner, and has a before state. You will be able to plan a fair comparison, with a before sample collected the same way as the after and a window of about two to six weeks. You will be able to ask a manager three short questions that bring out what they saw, one example of the work, and what got in the way. You will leave with a signed measurement sheet for one programme that says how it will be judged by signs in the work rather than by activity counts.
- How long does the course take, and how is it taught?
- The course takes about 2 hours and is studied online at your own pace. It has 5 lessons, each with a worked example, a practice exercise, and a check on a new case, followed by a course assessment of 7 scenario questions in which you need 6 correct to pass. Your progress is saved to your account.
- Do I get a certificate?
- Yes. When you pass, you sign a record that names you, the course, and the measurement sheet. Anyone you share it with can verify it online and download it as a PDF. The record confirms what you completed and does not claim compliance with any regulation.
- How much does it cost, and when can I start?
- The course costs £99, paid once by card through Stripe. Access begins as soon as payment is confirmed, and you can save a sign-in to return to the course from any device.
- Can my organisation train a whole team?
- Yes. Individuals can buy any self-paced course online, and organisations can book trainer-led courses for teams, in person or online, through the Experrt Academy.
More hr transformation courses are listed on the self-paced ai courses for hr and people teams page.
THERE IS A NEXT CHAPTER.
Start today, and finish with
the measurement sheet your organisation can use.
Checkout takes an email address and a card, and access begins as soon as payment is confirmed. When you finish, you sign a record that names you and the measurement sheet, which anyone you choose can verify online. The record confirms what you completed and does not claim compliance with any regulation.