Return on learning (ROL) is one of the parameters through which an organisation can measure the impact of effectiveness of the learning initiatives of the employees.
David Robertson in an article in achieveforum.com lists out a few points to maximise the return on learning.
ROL cannot be estimated in a short period, it is a time consuming process as the individual has to be evaluated in all aspects. Clear context should be created which should provide opportunities to act, explore and reflect the individual's learning skills.
Know and understand the business issues, formulate and execute your strategy around it.
Learn your type of audience and review generational, regional and cultural differences.
Focus on the ROL by clarifying about it with the stake holders and the value of the learning experience.
The learners and the stakeholders should be engaged in a dialogue and feedback to get a feel of what they can expect in the future.
Create a learning journey that has a appropriate blend of experience over time that stretches and challenges the learners.
Make sure to provide enough opportunities and support for learners to collaborate and socialise outside of the event.
The learning experience should be sustained by intentionally structuring application of learning in the workplace.
