May 18, 2020

Measure Learning’s ‘Fit’

Today’s world of learning has rapidly changed. So too must our approach to thinking about and measuring learning application. Application is important as it gets to the heart of learning’s relevance on-the-job.

In today’s environment, a new term is gaining momentum as it relates to measuring learning’s application: Fit. The term was first mentioned on a series of learning measurement calls between Performitiv and a group of world-class learning organizations. On those calls, KPMG’s Michele Graham mentioned how important the concept of fit is, as she manages learning programs for their tax professionals.

As the group explored fit further, the definition became clearer and so was its use as a measurement construct. Fit is defined as: how well the content, duration and delivery (i.e. the experience) of the learning and support assets meet the needs of the individual and organization? The group went on to share ideas around the questions they ask to understand fit and measure it. Some common evaluation questions being used to quantify and track fit include:

Was the training useful at the moment of need?

Was the training relevant to your job?

Was the training a worthwhile investment of your time?

Was the training too long, too short or just right for your need?

Was this training the best way to address your need?

Was this experience the right modality or mix of modalities?

Was this experience the right fit for our culture?

Was the timing of this training right and were you ready to learn?

As you can see, there are many questions to ask in order to understand fit. Our favorite, especially for on-demand learning, would be the one around usefulness in the moment of need. Follow that with a comment box to get verbatim as well. This can really help in understanding the concept of fit as it relates to application and relevance. Ultimately, it is getting to the concept of job impact.

So next time you’re designing learning evaluations, think about fit. We don’t suggest adding it to a lengthy evaluation or trying to make it a complex concept. Consider replacing other questions that are redundant or non-value added. Also, keep the question easy to understand. You’ll get some great data you can use to trend, benchmark and set goals against. This can be helpful in focusing on learning’s impact on-the-job.

Thank you,

The Performitiv Team

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