By Abbie O’Dell, Charter Communications; Joshua Shoemaker, Charter Communications
Workforce and talent development have increasingly become a focus for organizations of all sizes. The great resignation in the wake of the COVID-19 pandemic caused many organizations to reevaluate their approach to employee development programs, as they sought to retain and attract the talent that is critical to organizational success. Despite this, according to a 2022 study by Accenture, only 62% of executives have a clear vision on how to develop their workforce in the post-pandemic economy (Smith et al).
Training is almost always included in organizational talent development strategies, yet many training organizations often struggle to quantify their value and impact in a way that aligns with business metrics.
The telecommunications industry relies on complex data models and sophisticated analyses to identify successful performance at both an individual, team and organizational level. Scorecards, dashboards and metrics are at the top of most leaders’ inboxes, yet we often struggle to create meaningful measures of the learning experiences that are critical to employee and business success. This is by no means a new challenge, and the measurement of training has been explored extensively with mixed results in implementation. This study will examine a performance dashboard in use by a major operator that combines employee performance data and training data, and seek to identify whether the data provides the desired business impact to learning and operational leaders.