Using 360 to measure ROI of L&D

In our blog post last week, we looked at how information from 360 can be re-used and re-purpose to help pinpoint and focus Learning & Development resource. This week we look at how it can help demonstrate the ROI of L&D interventions. It makes logical sense to use the 360 as a ‘before and after measure’ on any development programmes where it has been used to identify personal or group needs –…

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Re-use 360 degree feedback to inform group training needs

Want to re-purpose or re-use 360 degree feedback to go beyond individual development and inform other L&D activities such as defining group training needs? In this series of blogs we’ll look at how to re-shape the information your get from your 360 review programme and get greater value from your investment. We still find that 360 is one of the most powerful, insightful and useful development tools that we have at our disposal as…

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Is your standalone LMS isolating L&D? Using 360 alongside LMS

A standalone Learning Management System or LMS, is a great way to plan, implement, and track what training or learning is being done and by whom. It manages the progress and stores the completion. But is it enough? How do you decide what training or learning or development is needed by an individual in the first place? If you’re using a standalone LMS, how can you be sure that the content…

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Talent management software provider: find the best fit

What are the most important things to find out about a potential talent management software provider? At the recent CIPD HR Software Show, Luke Butcher, our Client Director, revealed what we see as some of the most important areas of questioning that HR and L&D decision-makers can use with their potential talent software providers to make sure they get the best fit between what their organisation needs – and what the software provider delivers. We’ve…

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