Our diagnostic method can be easily applied to look across an L&D or HR department's full range of offerings, as well as for evaluating individual initiatives. Portfolio evaluation allows consideration of key lines of inquiry such as:
Portfolio analysis allows future investments to be prioritised and confident bids for new budget to be made. It supports informed decision making when budget cuts have to be made, minimising or avoiding loss in the value of the services provided.
- What impacts are current programmes having?
- What are the causes of these impacts?
- How can we be sure that they are attributable to specific programme(s)?
- are the impacts also dependent on other programmes or factors, or a combination of factors, and to what extent?
- In terms of business benefit, are we obtaining the best value for money from the current training portfolio?
- What, if anything, could we reasonably change to achieve greater benefit?
- What should be the priorities for investment?
To help streamline evaluation, we've developed a range of tools and templates for evaluating and reporting on department portfolios, including easily interpreted "red amber green" reporting and integration with balanced scorecards.
The portfolio framework can be used for planning annual programmes, allowing the benefits and costs of all offerings of a department to be compared at the same time, as well as for monitoring performance.
The framework is completely flexible, allowing consideration of different types of initiative (e.g. adopting a simpler evaluation approach for basic skills training over transformational training, and more detailed analysis for recently launched initiatives). The effect of integrating several initiatives over impacts of a single programme can also be evaluated, as can the effectiveness of different types of development method.
As for individual programmes, we recommend conducting all or part of an initial portfolio study, whilst affecting a knowledge, process and tools transfer to our clients. This approach also allows adaptation of the method and reporting templates to fit unique client needs and existing processes.
Proving the return of key human capital investments doesn't have to remain the untold story, neither need it involve a great investment of time or money to get beyond just pinning down a "magic number" or making sure that sponsors are happy.
For more information or to discuss the possibility of arranging a free, no-obligation meeting to find out how we may be able to help you, please call us now on +44 (0)1273 326822 or email firstname.lastname@example.org
To view our latest research studies and white papers, please click here White Papers.
Sample reports (click to view)
Note: Reference to "learning and development" and "training" on this web page should also be interpreted to refer to coaching, mentoring and any type of "soft skills" intervention. The terms "programme" or "initiative" may be taken to refer to an individual training course, a full schedule of training modules, or any intervention, initiative or development method (e.g. action learning sets, e-learning and remote learning).