How do you use data and evidence to inform your training and development decisions?

1 Data and evidence sources

Data and evidence can come from various sources, such as internal and external stakeholders, organizational documents, surveys, interviews, focus groups, observations, assessments, and benchmarks. Depending on your T&D goals and needs, you may use different types of data and evidence, such as quantitative or qualitative, primary or secondary, formal or informal, and objective or subjective. The key is to use multiple and relevant sources of data and evidence to gain a comprehensive and accurate picture of your T&D situation.

2 Data and evidence methods

To use data and evidence effectively, you need to apply appropriate methods to collect, analyze, and interpret them. Some of the common methods for T&D data and evidence are needs analysis, gap analysis, SWOT analysis, Kirkpatrick's four levels of evaluation, return on investment (ROI), and evidence-based practice (EBP). These methods help you to identify the T&D problems and opportunities, determine the T&D objectives and strategies, measure the T&D outcomes and impacts, and compare the T&D costs and benefits.

3 Data and evidence challenges

Using data and evidence for T&D is not without challenges. Some of the possible challenges are data quality, data availability, data confidentiality, data interpretation, data bias, data overload, and data resistance. To overcome these challenges, you need to ensure that your data and evidence are valid, reliable, relevant, timely, secure, clear, balanced, and actionable. You also need to communicate your data and evidence effectively to your stakeholders and address their concerns and expectations.

4 Data and evidence benefits

Using data and evidence for T&D can bring many benefits to your employees and organization. Some of the benefits are improved T&D alignment, efficiency, effectiveness, accountability, credibility, innovation, and sustainability. By using data and evidence, you can ensure that your T&D programs are based on the best available information and knowledge, aligned with the organizational goals and needs, tailored to the learners' preferences and abilities, evaluated against the desired outcomes and standards, and continuously improved and updated.

5 Data and evidence tips

To use data and evidence for T&D effectively, it is important to start with a clear purpose and question, use a systematic and rigorous approach, collect a mix of sources and types of data and evidence, involve stakeholders in the process, and use a reflective and adaptive practice. When collecting data, consider how you will triangulate it to ensure validity and reliability. Additionally, when involving stakeholders, consider their needs and expectations. Finally, when making decisions and actions based on the data and evidence, make sure to monitor and adjust your T&D program accordingly.

6 Data and evidence examples

To illustrate how to use data and evidence for T&D, here are some examples of T&D programs that have done so. A retail company used customer feedback, sales data, and employee surveys to identify the T&D needs of its frontline staff and then designed a customer service training program that improved the staff's skills, confidence, and satisfaction, as well as the customer loyalty and retention. A manufacturing company used industry benchmarks, performance data, and employee assessments to determine the T&D objectives and strategies for its technical staff before implementing a competency-based training program that enhanced the staff's knowledge, abilities, and productivity, as well as the quality and safety of the products. Lastly, a nonprofit organization used literature reviews, best practices, and stakeholder interviews to evaluate the T&D outcomes and impacts of its leadership development program before calculating the ROI of the program and using EBP principles to improve and sustain its effectiveness and efficiency.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?