1. Impact Analysis: Justifying development resources in turbulent times Dorothy Landry Learning Strategist Learning: Re-Imagined

2. Agenda  Why now?  Overview of Impact Analysis  Break Out Sessions  Next Steps

3. The Training ConundrumProductivity? Career/Talent Development? On-Boarding/New Hire Requirements? Succession Planning? Retention? Performance Management? Employee Engagement?

4. Purpose of Impact Analysis  Measure satisfaction, determine motivation and determine job impact by the following: –Determine individual skill requirements and needs –Evaluate program satisfaction –Gauge skill improvement (based on individual responses/group roll-up) to determine productivity gains

5. Target Audience  Existing SkillSoft users (courses and/or books)  Pilot users (courses and/or books)

6. Benefits  Translate productivity gains into monetary terms  Utilize survey results for ongoing marketing and increased usage  Create targeted programs based on skill needs identified and  Justify development budget before, during AND after!

7. Survey Questions QuestionResponse Type 1. Demographic Information (Job Family, Business Unit, Geography) Drop Down of Demographic Choices 2. Salary Range (necessary for ROI calculation) Drop Down of Salary Ranges 3. I would recommend SkillSoft resources to a colleague Select One (Yes, Somewhat, No) 4. What is the main reason you accessed the training resources? Drop down with list of likely options plus an “other” option that has a blank field 5. Primarily, what skill were you seeking to develop? Open short text field 6. What percent of your job requires you to use this skill? Drop down with a range of percentages 7. As a result of using the resources, how much skill improvement did you experience? Drop down with a range of percentages 8. If you did not have access to these resources, what development alternatives would you consider? Drop down of common training types including “no alternatives” and “other” options 9. In approximate terms, how much would the alternative option have cost? Open numerical field, includes the options “no cost” and “not sure” 10. When are you planning to use these resources again? Select One 11. Please provide any additional comments

8. Calculator  Basic Factors  Estimated Cost Displacement  Estimated Productivity Gain  Estimated ROI  Estimated Recovery Point

9. Output of Survey  Survey Results document including: –Background –Survey Responses (graphical representation) –Comment Highlights –ROI Impact

10. Project Plan  Determine Survey dates  Define survey incentives (if any)  Create survey (Select Survey tool)  Initiate Survey communications  Conduct Survey  Create Survey results document  Communicate results (executives)  Communicate results (users)

11. Break Out 1 Audience: To whom do you justify your budget? Who is interested in organizational impact? Task: Work in teams to determine the audience for your Impact Analysis Results Time: 5 Minutes

12. Break Out 2 Survey Data: How would you modify the questions for your organization? What additional information might you add? Task: Work in teams to modify the impact analysis survey for your organization Time: 10 Minutes

13. Break Out 3 Survey Data: What objections do you expect to face? How will you overcome these objections? Task: Work in teams to identify objections and plan how to counter them Time: 10 Minutes

14. Next Steps Schedule Meeting with Learning Consultant Determine Dates of the Survey Be armed and ready to justify your learning programs!