Net Impact System

The Net Impact System is a continuous improvement approach designed by Talent Development, for Talent Development.

Approach

The Net Impact System (NIS) is a continuous improvement approach specific to the Talent Development process. NIS is designed to reduce waste, align to business goals, and effectively tell the story of learning’s impact.

NIS is made up of six components that focus on linking learning’s value to actual business outcomes: Net Impact Score, Impact Process Map, Executive Reporting, Business Outcome Indicators, Financial Modeling, and Workforce Performance.

Click here to download the Learning Optimization Model Executive Summary.


Components

Net Impact Score: Goes beyond averages and Top 2 Box to better reflect the diversity of data. This is similar to Net Promoter Score, but with a focus on impact. Using a standard 0 to 10 scale, a score between 9-10 would be considered High Impact, and a score between 0-6 would be considered Low Impact. Net Impact Score = % High Impact – % Low Impact.

Business Outcome Indicators: Evaluation questions tied to desired business outcomes. First, identify the desired outcome for each strategic program, then ask participants if the program helped achieve that outcome. Examples of BOIs are: Did you find this useful at the moment of need? Are you a better leader as a result of this program?

Impact Process Map: Identifies waste and suggests improvement opportunities using 19 measures and levers. Sets goals for things learning controls, like content, instructors and environment, as well as things it can influence, such as application, fit and business outcome indicators. The map includes business, talent and effectiveness measures. View map here.

Workforce Performance: Hard data that can be benchmarked across organizations, programs and modalities. Helps to identify where and how Talent Development impacts the business outcome of Workforce Productivity. Workforce Performance = Revenue/Labor Expense.

Executive Reporting: A streamlined and automated process capable of complementing other technologies in place, providing a guide for what to do with the data. Helps executives understand if programs are meeting their expectations.

Financial Modeling: Selectively used to determine the optimal mix of resources when designing an expensive and strategic learning program. Focuses on analyzing financial impact before a program takes place to build agreement on the value of the program with measurable goals to track.


Benefits

By tracking, reporting and analyzing Workforce Performance, Net Impact Score, Impact Process Maps, Executive Reporting, Business Outcome Indicators, and Financial Modeling, Talent Development can more effectively tell the story of learning’s value to the business.


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