| I am already
familiar with the concepts. |
| You may feel that you already have a good understanding
of the concepts of workplace education evaluation and/or the balanced
scorecard approach. You could test your knowledge of workplace
education evaluation and of the balanced
scorecard. If you score more than 8 on these, you may want
to skip the full elaboration of these components of the site. You
will, however, still benefit from the third stage and from using the
tools found on the site to integrate your evaluation effort with your
balanced scorecard. |
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| I am an employer
from a small organization |
| You may not want to use the whole site. You are
still well advised to go through the process of understanding the
concepts in Stages 1 through 3. However, in smaller organizations,
there are unlikely to be a large number of metrics that are being
managed, simply because the scale of operation might not support collecting
this much management data. Similarly, there is not the same need to
work with others in the organization to either define metrics or to
make the case for workplace education programs…you only have
to convince yourself.
We suggest, therefore, that employers from small organizations
(less than 100 employees) proceed through this site as follows:
- Go through Stages 1 - 3 to get an understanding of the basic
concepts.
- Develop an abbreviated version of the balanced
scorecard by picking one or two organizational measures that
you think can be improved through workplace education.
- Decide what level you are going to measure the outcomes Kirkpatrick's
levels of your workplace education.
- Set a target for improvement.
- Undertake the workplace education program.
- Evaluate it according to 3 above.
- Make the connection to your abbreviated balanced scorecard.
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| I am
a workplace educator, not an organization manager. The manager is
my client. |
Workplace educators often face the challenge of
making the case for workplace education programs. This challenge is
similar to that facing an internal manager who is trying to make the
same case. As Scorecardforskills.com is designed to help these internal
managers make the case, with minor modifications, it can be equally
valuable to you as a workplace educator.
If you are a workplace educator, we recommend that you go through
Stages 1 - 3 to gain a conceptual understanding of the relationship
between workplace education and organizational performance. When applying
these concepts, you should think about how to use the Scorecardforskills.com
framework to make a case to your clients based on the benefits to
them of pursuing workplace education. Go through the steps sequentially
and think about:
- What do your existing or potential clients value? Even if
they do not have a balanced
scorecard, use the balanced scorecard to think
about how the clients measure their success as an organization
and how your workplace education can support this;
- What level
of evaluation will persuade them to undertake workplace education?
- How would you describe the benefits to the client of your
workplace education offerings based on 1) and 2) above.
- Use a scaled-down version of the tools:
especially the "Plan", "Do" tools. You can
customize these for your clients and use them to organize your
discussion as to which workplace education programs would be most
helpful to them.
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| I am
a workplace educator focusing on the assessment and development of
workplace basic skills. |
| In advocating for improving basic literacy, numeracy,
and employability skills, your case will be strengthened if you can
tie such improvements to beneficial work-related outcomes. By tying
basic skill improvements to bottom-line business results – whether
in the form of improved production, reduced waste, better processes,
better health and safety records, improved service and profitability,
etc. – you will find employers more receptive to such programs.
Going through all stages of this site will provide you with a better
idea of what employers value. It will also provide you with techniques
and tools for better evaluating the effectiveness of your workplace
basic skills programs, particularly as these relate to business
metrics.
As you go through the site, think about:
- In what ways can a balanced
scorecard approach help you make your case
to employers for workplace basic skills programs?
- What level
of evaluation will persuade them to undertake workplace basic
skills programs?
- How would you describe the benefits to the client of
your workplace basic skills programs based on 1) and 2) above?
- Use a scaled-down version of the tools: especially
the "Plan", "Do" tools.
You can customize these for your clients and use them to organize
your discussion as to which workplace basic skills programs would
be most helpful to them
- You may also wish to check out other valuable resources
in this area, including http://www.workplacebasicskills.com
and http://worklink.coe.utk.edu
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