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Bersin & Associates Introduces New Business-Focused Approach to Training Measurement

Impact Measurement Framework® Offers Alternative to Kirkpatrick and Other Models; 191-Page Research Report Analyzes Current Measurement Trends, Includes Detailed Best Practices, and Presents Guidelines for Improved Business Alignment

Oakland, CA – November 16, 2006 – Bersin & Associates, the only research and advisory firm solely focused on enterprise learning and talent management, today announced the availability of its newest research study, High-Impact Learning Measurement: Best Practices, Models, and Business-Driven Solutions for the Measurement and Evaluation of Corporate Training.

In addition to detailing survey results of 136 training executives on all aspects of training metrics, the report introduces a new approach to training measurements that goes beyond the traditional Kirkpatrick model. The Impact Measurement Framework, based on more than three years of research, is designed to simplify the complex problem of training measurement, help training professionals ensure continual business alignment of learning programs, and provide practical and actionable measures which can be used to make decisions.

The 191-page report also includes case studies and best practices from companies such as Caterpillar, CNA Insurance, Randstad, NCR, and HP.

“The models, processes, and measurements institutionalized by our profession often fail to take a complete look at business impact and alignment through program design, development, and delivery,” said President Josh Bersin. “Consequently, time and time again, training executives are left scrambling to justify a program’s value. We had three major goals with this report. First, we wanted to analyze the actual trends in training measurement today. Secondly, we wanted to document the best practices and successful measurement programs that are working for companies today.

“And finally, we wanted to give executives a new, more practical measurement model, along with detailed guidelines they could put into use for their own organizations. Our research-based model and framework extend and modernize the traditional measurement models. They also better reflect the current mission of training as a business-centric, service delivery organization which uses many different techniques for employee development – including e-learning, coaching, performance support, as well as traditional training,” said Bersin.

Report highlights include:

  • According to Bersin & Associates’ research, there is significant disconnect between what organizations view as the most important and valuable areas to measure and what is actually being measured. Respondents said that the most important measures of training are those related to the impact on employees’ jobs and on the business. Yet these areas the least frequently factors measured. Only 5% of respondents routinely measure ROI, and only 8% regularly measure actual business impact, and 14% measure job impact.
  • Course completions, enrollments, learner satisfaction, and student hours are still the most frequently measured elements.
  • Currently, organizations spend on average only 2.6% of total training budget on measurement. The research found that 82% of companies surveyed thought they should be spending more or much more on measurement.
  • Research shows that one of the 10 characteristics of high-impact learning organizations is a dedicated measurement team. This report details the potential duties of this team and various metrics to use. According to Bersin, measurement-related costs should comprise only 2 to 5% of the total training budget.
  • The Impact Measurement Framework identifies nine key measurement areas applicable to all training programs: satisfaction, learning, adoption, utility, business alignment, attainment of customer objectives, individual performance, and organizational performance. The report provides specific examples of practical metrics that can be used for each of these areas and offers guidelines on how to apply them.
  • The report includes many specific examples of best practices in measurement currently in use by well-known organizations. Examples include: CNA Insurance’s investment model, Caterpillar’s approach to aligning learning with business goals, HP’s end-of-course surveys, project request forms and pre- and post-course assessments used by Randstad.

Bersin & Associates will discuss the study’s findings and the Impact Measurement Framework at an upcoming webinar, scheduled for December 14, 2006 at 2:00 p.m. (EST). To register, go to

High-Impact Learning Measurement is available at no cost to Bersin & Associates research members. Copies can be purchased for $1,495. For more information, go to or call 561 819 6213.

About Bersin & Associates
Bersin & Associates is the only research and advisory consulting firm focused solely on research in enterprise learning and talent management. Bersin & Associates’ WhatWorks® research and research-based services are designed to deliver actionable direction and to help improve operational effectiveness and business impact.

Bersin & Associates research members gain access to a comprehensive library of best practices, case studies, benchmarks, and in-depth market analyses designed to guide professionals in making fast and confident decisions. Research areas include planning and strategy, learning programs and delivery, talent management, technology and infrastructure, and measurement and analytics. Member benefits include in-depth advisory services, access to proprietary webcasts, on-site analyst visits, and strategic workshops. For more information, go to or call 561 819 6213.

For more information on Bersin & Associates research, workshops, and services, go to or contact Mike Cooke at or 561.819.6213.

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