ISO/TS 30437:2023
(Main)Human resource management — Learning and development metrics
Human resource management — Learning and development metrics
This document provides recommendations on how to measure learning. Since the selection of metrics depends on the reason to measure and the user of the metrics, and since a balanced set of metrics is important to avoid unintended consequences, the document begins with a framework for organizational learning and development (L&D), including five categories of users, four broad reasons to measure and three types of metrics. This framework is then used to recommend 50 metrics organized by user, type of metric and size of organization, and provide a description of each. The document concludes with guidance on reporting metrics, including a description of the different types of reports and guidance on their selection based on the user’s reasons for measuring. Metrics for both formal and informal learning are included. The guidance is intended for all types of organizations, including commercial and nonprofit, as well as for all sizes. No previous knowledge of L&D metrics is required, although those new to L&D measurement can consult the suggested references on matters of frameworks, metrics and programme evaluation to learn more.
Management des ressources humaines — Indicateurs d’apprentissage et de développement
Le présent document fournit des recommandations relatives à la façon de mesurer l’apprentissage. Comme la sélection d’indicateurs dépend du motif de réalisation des mesures et de l’utilisateur des indicateurs, et qu’il est important d’utiliser un ensemble équilibré d’indicateurs pour éviter toutes conséquences imprévues, le document commence par établir un cadre pour l’apprentissage et le développement (A&D) au sein des organisations, qui comprend cinq catégories d’utilisateurs, quatre grands motifs de réalisation de mesures et trois types d’indicateurs. Ce cadre sert ensuite à recommander 50 indicateurs selon l’utilisateur, le type d’indicateur et la taille de l’organisation, et à fournir une description de chacun d’eux. Le document se termine par des recommandations relatives à l’établissement de rapports pour présenter les indicateurs, ce qui inclut une description des différents types de rapports et des recommandations relatives à leur sélection en fonction des raisons qui incitent l’utilisateur à réaliser des mesures. Des indicateurs d’apprentissage aussi bien formel qu’informel sont proposés. Les recommandations sont destinées à tout type d’organisation, qu’elles aient ou non un but lucratif, et quelle que soit leur taille. Aucune connaissance des indicateurs d’A&D n’est nécessaire, même si les néophytes en mesure d’A&D peuvent consulter les références proposées relatives aux enjeux des cadres, des mesures et de l’évaluation de programmes pour en savoir plus.
General Information
Standards Content (Sample)
TECHNICAL ISO/TS
SPECIFICATION 30437
First edition
2023-06
Human resource management —
Learning and development metrics
Management des ressources humaines — Indicateurs d’apprentissage
et de développement
Reference number
© ISO 2023
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Contents Page
Foreword .v
Introduction . vi
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Measurement framework .2
4.1 General . 2
4.2 Categories of users . 2
4.3 Reasons to measure . 3
4.4 Types of metrics . 3
4.5 Types of reports . 4
5 Recommended metrics . .5
5.1 General . 5
5.2 Senior organization leader . 9
5.2.1 General . 9
5.2.2 Outcome metrics . 9
5.2.3 Effectiveness metrics . 9
5.2.4 Efficiency metrics . 10
5.2.5 Example of a senior leader scorecard . 10
5.3 Group or team leader . 11
5.3.1 General . 11
5.3.2 Outcome metrics . 11
5.3.3 Effectiveness metrics .12
5.3.4 Efficiency metrics .12
5.3.5 Example of group leader scorecard .12
5.4 Head of learning . 13
5.4.1 General .13
5.4.2 Outcome metrics .13
5.4.3 Effectiveness metrics .13
5.4.4 Efficiency metrics . 14
5.4.5 Example of head of learning scorecard . 15
5.5 Programme manager . 16
5.5.1 General . 16
5.5.2 Outcome metrics . 17
5.5.3 Effectiveness metrics . 17
5.5.4 Efficiency metrics . 17
5.5.5 Example of programme manager scorecard . 17
5.6 Learner . 18
5.6.1 General . 18
5.6.2 Outcome metrics . 19
6 Description of recommended metrics .20
6.1 General . 20
6.2 Active communities of practice . 20
6.3 Active members in communities of practice. 21
6.4 Application of learning (level 3). 21
6.5 Average formal learning hours . 21
6.6 Budget.22
6.7 Competency rating . 22
6.8 Completions . . 22
6.9 Completion date . 22
6.10 Completion rate .22
6.11 Cost reduction . 22
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6.12 Courses available . 23
6.13 Courses used . .23
6.14 Documents accessed . .23
6.15 Documents available .23
6.16 FTE in L&D .23
6.17 Job performance . 23
6.18 Impact (level 4) . 24
6.19 Learning (level 2) . 24
6.20 Objective owner satisfaction (level 1) . 24
6.21 Objective owner expectations met . 25
6.22 Participant reaction (level 1) . .25
6.23 Percentage of courses available by type of learning . . 25
6.24 Percentage of employees reached by learning . 25
6.25 Percentage of employees who have completed training on compliance and ethics .26
6.26 Percentage of employees who participate in formal learning . 26
6.27 Percentage of employees who participate in formal learning by category .26
6.28 Percentage of employees who participate in informal learning . 26
6.29 Percentage of employees with individual development plans . 26
6.30 Percentage of employees using the learning portal . 26
6.31 Percentage of leaders who have participated in leadership development
programmes . . . 27
6.32 Percentage of leaders who have participated in training . 27
6.33 Percentage of courses developed on time .
...
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