Steep investments are being made in professional development such as sales technique, supervisory skills, professional certifications. Then consider variety of basic training -- on software, new products, computer skills, etc. The workforce is off the job quite a bit for the sake of learning, plus the direct costs. Managers should be demanding evidence of stickiness and return.
One framework lending itself to finding evidence of stickiness of learning comes from Donald Kirkpatrick who has long been a thought leader in professional training. Donald crafted his four levels of learning as follows:
- Reaction of student - what they thought and felt about the training
- Learning - the resulting increase in knowledge or capability
- Behavior or transferred learning - extent of behavior and capability improvement and implementation/application
- Results - the effects on the business or environment resulting from the trainee's performance