Interactive Assessments
Increase your ROI knowledge through these three interactive exercises.
Assessments Coming Soon
Visit the site again soon to take these three interactive exercises.
Self-Assessment
Take a 30-Item Interactive Self-Assessment
Self assessments are most useful when the purpose of the review is to determine training, performance improvement, and coaching needs. Responses are more likely to be open and frank and include more accurate expressions of capabilities and limitations. As with all data collection, care must be taken to obtain the most credible information possible.
ROI QUIZ—The ROI Quiz Helps Solve the Myths and Mysteries of ROI
Take a brief True-False Quiz
Read the article, “The ROI Quiz: Myths and Mysteries of ROI,” to explore the reasons for the answers.
How Results-Based is Your Workplace Learning and Performance (WLP) Function?
Take an interactive assessment that will help you determine if your WLP programs are results-based.
Submit responses to receive the results.
The success of workplace learning and performance (WLP), human resource development (HRD), organizational development (OD), and education and training depends on the extent to which various programs, courses, and solutions focus on results. If the programs are achieving results and helping an organization meet its goals, the function is considered a contributing part of the organization – adding value from several perspectives. Therefore, the support for WLP and the evaluation of WLP can be enhanced. The link provides an assessment of the extent to which WLP programs are achieving results.
The instrument can be used in the following ways:
Identify gaps where improvements are needed in measurement and evaluation of WLP.
Serve as a discussion tool for the success of WLP programs.
Serve as a periodic assessment of progress, particularly with the WLP staff, striving to increase the effectiveness of WLP programs.
As a helpful tool to compare one organizational group to another.
Anyone directly involved in WLP is the target audience for this instrument. It is particularly useful for those who have a direct influence on measurement and evaluation, whether it is full-time or part-time. These individuals are in a position to change much of the practice and policy of accountability.