Fanni Kadocsa: Unlocking the power of capability building: Maximizing the impact of training investment to drive transformative business results

UNLOCKING THE POWER OF CAPABILITY BUILDING:
Maximizing the impact of training investment to drive
transformative business results
H T T P S : / / H Y B R I D G E C O N S U L T I N G . C O M /
People Analytics Conference, June 2, 2023
Fanni Kadocsa
Founder and CEO of Hybridge Consulting

WE POWER BUSINESSES
WITH PEOPLE INSIGHT
• We are a small, agile company delivering fully data-driven,
impactful people insights and solutions to boost your
business results.
• Our services include impactful data analysis, process
improvement, and design recommendations, extended by
robust outcome monitoring and continuous improvement.
• OUR MOTTO IS: CUSTOMER CENTRIC SERVICE & COST
EFFECTIVE PERFECT-ENOUGH SOLUTIONS
Talent
Retention
Talent
Acquisition
Employee
Engagement
Reward
Design
Learning
and
Development
Strategic
Headccount
Planning
Fanni Kadocsa
Hybrid
Workplace
Sales
Quotas
Diversity
and
Incusion
Founder and CEO of Hybridge
Consulting
https://www.linkedin.com/in/fanni-kadocsa-
23378118/

WARDIERE INC.
OUR FOCUS
• How to overcome the challenge of
capability building with tight budgets
• Applied ROI + People Analytics - a new
success formula
• The Cidrill Case Study - Pragmatic
insights from a successful project
• Key learnings
Hybridge Consulting - All rights reserved 2023

THE BALANCING ACT:
HOW TO DEAL WITH TALENT
SHORTAGES IN THE ERA OF
RESTRICTED TRAINING BUDGETS &
TIME?
• Knowledge gets outdated quickly
• Skills gaps evolve
• Growing training and development needs
• Restricted and crisis-struck training budgets
• Overwhelmed employees

TODAY'S INVESTMENTS DEFINE TOMORROW'S CAPABILITIES
OUR RECOMMENDATION:
A WELL-APPLIED ROI FRAMEWORK BOOSTED BY THE POWER OF
PEOPLE ANALYTICS
that quantifies the business value creation:
highlights the financial benefits and measures effectiveness
(Exceptions exist: e.g., compliance training.)
HOW CAN WE ENABLE
DECISION-MAKERS TO
MAKE THE RIGHT CHOICES?

2022
Company
Specialist in providing high-impact security
trainings for IT programmers and coders.
THE CLIENT
THE CHALLENGE
• How to sell better their value proposition to potential
customers and boost conversion rates of proposals
• How to make the business benefits of trainings tangible to
non-IT budget holders (mostly in the HR department)
THE SOLUTION
Building an ROI-Modell together that clearly demonstrates the
value creation and business benefits of security trainings
OUR CASE STUDY

Metric to be
impacted by
training
Learning
Objectives
Methods and
exercises to
achieve objectives
MID: MEASURABLE INSTRUCTIONAL DESIGN
KPM
A comprehensive framework for designing and evaluating training programs with a focus on measurable outcomes.
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
* Source: Laura Paramoure: ROI by design, 2016, Kindle Edition

Metric to be
impacted by
training
Methods and
exercises to
achieve objectives
Learning
Objectives
KPM
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
The goal of the training is to improve relevant key performance metrics (KPM-s)
• Determine those metrics that the training can directly influence
• Operational vs strategic metrics
• 3 levels: individual, team, and organizational
Key steps

Metric to be
impacted by
training
Methods and
exercises to
achieve objectives
Learning
Objectives
KPM
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
Document skills on the job that will be affected by the training
The improvement of these skills will lead to the KPM-change
Keysteps:

Metric to be
impacted by
training
Methods and
exercises to
achieve objectives
Learning
Objectives
KPM
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
Connect KPM to the training goal and that to the measurable training objectives.
• KPM = number of bugs
• Training goal = decrease # of bugs by 20% within 3 months after the training
• Training objective = teach best practices to avoid security bugs
• Measurable course objective = when coding, the individual uses secure coding best practices: avoiding review etc.
Keysteps:

Metric to be
impacted by
training
Methods and
exercises to
achieve objectives
Learning
Objectives
KPM
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
Review and select the appropriate training methods and instructional
techniques to best achieve the defined learning objectives
Examples: classroom training, e-learning modules, hands-on workshops, simulations,
or their combination
Keysteps:

Metric to be
impacted by
training
Methods and
exercises to
achieve objectives
Learning
Objectives
KPM
Job
standards
Skills on the job
that will impact
the KPM
Observable
performance
outcomes
Instructional
Strategies
Evaluation of
participants'
mastery
Assessment
Define how training results can be measured:
• easy to measure
• easy to observe
• easy to repeat knowledge & skill test.
Keysteps:

THE KIRCKPATRICK EVALUATION MODELL
LEARN MORE
Level I
REACTION
Level II
LEARNING
Level III
BEHAVIOUR
Level IV
RESULTS
What benefits has the organization experienced as a result
of the training
Have participants applied what they learned from the
training
How much did participants learn from the training and
have their skills improved
How did participants respond to the training

Baseline
KPM
PRE
assessment
POST test
Transfer
test
POST KPM
Reactions
Reactions
Learning:
Pre-assessment – post-test
Behaviour:
Pre-assessment –
transfer test
Δ KPM
MEASUREMENT POINTS

• High pre-assessment scores
• Low post-test scores
Individual level Class level
• High pre-assessment scores
• Low post-test scores
• High post-test, low transfer test
• Champions vs whole team
MEASUREMENT LEVELS

MEASUREMENT TIMING
Baseline KPM
Pre-assessment
BEFORE DIRECTLY AFTER 3-MONTHS LATER
Reactions
Post-assessment
Transfer Test
Post Test KPM

More Information ...
STRATEGIC
KPI
BASELINE
KPM
POST-
TRAINING
KPM
ROI =
Cost saving or additional revenue
driven by the training
FINANCIAL ROI
Total training cost

STAKEHOLDERS
• Defining KPMs and standards of
performance: line manager
• Pre-assessment, post-test, transfer test:
trainer
• Baseline KPM, Post-KPM: line manager
• Financial ROI: CFO/HR

SUMMARY
ROI
• is a great tool to prioritize training
budget
• is framework and a mindset to stay
business focused
• is quite complex, so use for bigger
and/or more time-consuming training
• is not applicable across the board – see
for example compliance trainings

THANK YOU
www.hybridgeconsulting.com
Follow us on Linkedin:
https://www.linkedin.com/company/hybridgeconsulting

Fanni Kadocsa: Unlocking the power of capability building: Maximizing the impact of training investment to drive transformative business results

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Fanni Kadocsa: Unlocking the power of capability building: Maximizing the impact of training investment to drive transformative business results