Are not the results that count the rate of improvement of the processes
used to serve customers. Doing that requires knowing what is important to
the success of the organization. This is both a micro and macro idea. We
should know what results are important at the individual team level and at
the overall organization level.
If you know that then you can measure the rate of improvement of results.
This idea is predicated on a simplistic notion that the learning is to
improve the way an organization works to meet the needs of its' users or
customers. Learning, that does not do that is little value to the
organization.
Measuring learning alone may be as useless as measuring and acting
individual machine efficiency. It is not important whether or not a
machine is efficient but whether or not he whole system is effective and
efficient in delivering to the customer.
You can measure whether or not the teaching in a class delivered retained
information to the attendees. But it does tell if they applied the
information to better the function of the organization or if management
chose to teach the right information.
Learning organizations however may not be about teaching or academic
learning or classes but about what is done with the information provided
from process results.
Most organizations are awash in information and devoid of knowledge. Is
the organization using that data to learn and measure progress at
improving the way they work. That can be seen in the rate of change or
trends of process results.
Respectfully,
Gene
At 08:02 AM 10/15/98 -0700, you wrote:
>My name is Kate Mulqueen. I'm a PhD student in Org. Learning at the
>University of New Mexico. I have also managed and consulted in the field
>of HR and Training for 15 years. As a jaded professional, I'm curious
>about how we can measure the learning that takes place in organizations to
>demonstrate results. I'm currently working on a paper in which I hope to
>present methods to quantify the benefits of org learning outcomes, such
>as: increased trust, the use of dialogue, team learning and systems
>thinking, increase capability for problem solving and strategic planning,
>etc. Can any readers point me to sources on learning org. evaluation,
>perspectives or ideas? :-) Thanks, kate@nm.net
Eugene Taurman
interLinx ilx@execpc.com http://www.execpc.com/~ilx
What you are is determined by the thoughts that dominate your mind.
Paraphrase of Proverbs Ch 23 vs 7 KJV
--Eugene Taurman <ilx@execpc.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>