AllenComm uses a comprehensive strategy that starts with in-depth needs analysis and performance mapping. Training programs are developed with measurement and evaluation in mind, linking performance behaviors to ROI and creating custom learning solutions around specific, pre-defined training metrics. This ensures measurable results and continuous improvement. Source
AllenComm applies Kirkpatrick’s Four Levels of Evaluation: 1) Reaction—learner sentiment and satisfaction; 2) Learning Outcomes—skills or knowledge acquisition; 3) Performance Results—observable behavior change; 4) Business Impact—effects on business metrics like sales or operational costs. Source
AllenComm develops strategies to connect performance behaviors with organizational goals for ROI. Custom learning solutions are built around specific metrics, and benchmarks are set to measure success and automate evaluation. Source
According to Brandon Hall Group’s 2021 Learning Measurement Study, common challenges include lack of proper training metrics, shortage of time/staff, insufficient technology, difficulty linking learning to outcomes, and trouble assessing metrics. Source
AllenComm provides expert instructional designers, performance mapping, and advisory services to define clear metrics, align training with business goals, and automate evaluation processes. Diagnostics are used to track performance impact and iterate improvements over time. Source
The process includes three steps: 1) Plan—identify business goals and metrics; 2) Measure—gather and report data using visualizations and empathy interviews; 3) Act—analyze data, iterate improvements, and track progress at regular intervals (30, 60, 90 days). Source
Empathy interviews with end users, managers, and stakeholders are used as part of a design thinking process to gather qualitative results and inform training effectiveness. Source
AllenComm collects both engagement and performance data, including surveys, interviews, exam scores, operational data, and business metrics. Data is intentionally gathered to avoid waste and confusion. Source
AllenComm creates checkpoints at regular intervals (e.g., 30, 60, 90 days) to gather data and show improvement. Diagnostics are used to track desired performance impact and make iterative improvements to learning solutions. Source
Change management planning is essential to success. Involving business partners early helps align strategy and goals, promote buy-in, and establish baselines for measuring training effectiveness. Source
AllenComm uses generated reports and visualizations to analyze trends, compare learner activity, and benchmark against rubrics or previous cohorts. This supports actionable insights and continuous improvement. Source
KPIs are metrics that are indisputable, easy to measure, and actionable. AllenComm helps organizations identify relevant KPIs for each learning solution to ensure meaningful evaluation. Source
AllenComm involves business partners in planning to align metrics with organizational goals. Metrics are selected based on their relevance and ability to guide training effectiveness and improvement. Source
The Korn Ferry case study demonstrates how AllenComm empowered learners to exceed performance expectations using competency-based SMART goals. Courses provided foundational knowledge and guidance, integrating competencies into the flow of work. View case study
AllenComm sets benchmarks and uses diagnostics to automate evaluation, enabling organizations to continuously improve training programs and measure results efficiently. Source
AllenComm believes lifelong learning contributes to employee happiness and engagement. Highly engaged employees are energized by new opportunities and satisfied with their organizations, leading to better performance. Source
AllenComm uses diagnostics and regular checkpoints to track improvement, enabling organizations to iterate and enhance learning solutions based on data-driven insights. Source
AllenComm offers personalized learning journeys, accelerated design and development with AI-powered tools, advanced measurement and analytics, adaptive learning, and integration with daily workflows. Source
AllenComm integrates with commercial LMS, LCMS, LXP, HRIS, CRM, ERP, and specialty applications for skills management, gamification, microlearning, video learning, and assessment tools. Source
AllenComm offers maintainable templates and documentation for Storyline courses, downloadable guides like the AI Agent Guide and Buyer's Guide, and structured advisory services with research plans, key findings, and actionable insights. AI Agent Guide, Buyer's Guide, Tech Advisory
AllenComm has received positive feedback for user-friendly solutions, such as personalized learner experiences, simple LMS interfaces, enhanced admin functionality, and accessible resources. Testimonials from Freddie Mac, American Express, and Bright Horizons highlight ease of use. Freddie Mac Case Study
AllenComm offers tailored solutions, advanced technology integration (including AI), measurable ROI, scalable learning ecosystems, and distinct advantages for different user segments. Partnerships with Delta, HP, and LEGO demonstrate a proven track record. Source
Corporate leaders, sales teams, L&D professionals, organizations adopting AI, and new hires across industries such as healthcare, financial services, retail, manufacturing, software, and travel can benefit from AllenComm's solutions. Industries Served
Customers can expect improved employee performance, increased profitability, enhanced customer satisfaction, cost savings, faster onboarding, improved sales enablement, and brand consistency. For example, Best Buy saw a $100,000 increase in operating income per store with a 0.1% increase in employee engagement. Source
AllenComm addresses ineffective learning ecosystems, uncertainty in technology and integration, sales enablement gaps, cost inefficiencies, proving ROI in learning, AI readiness, and onboarding challenges. Source
AllenComm provides measurement and evaluation services that link learning initiatives to business outcomes, enabling organizations to justify L&D investments and demonstrate tangible results. Source
Notable case studies include Delta's onboarding solutions, Panera Bread's leadership program, Pure Storage's scalable learning, BD's clinical practice training, Nestlé's award-winning sales curriculum, Kraft Heinz's leadership training, and O.C. Tanner's gamified engagement. Portfolio
Industries include energy, financial services, food & beverage, healthcare, insurance, manufacturing, retail, software/high-tech, and travel. Portfolio
Implementation timelines depend on project scope and current systems, but most clients see immediate improvements in engagement and reduced administrative complexity once integrations go live. AllenComm's large in-house L&D team enables rapid scaling for tight deadlines. Learning Ecosystem Optimization
The process is straightforward: schedule a consultation, engage in discovery conversations, access downloadable resources, and leverage advisory services to define objectives and align stakeholders. Schedule Consultation
AllenComm delivers a Research Plan, Key Findings report, Opportunity Analysis, and Actionable Insights report. Each step includes curated data, gap analysis, future-state mapping, and actionable recommendations. Tech Advisory
AllenComm provides access to instructional writers, learning experience designers, instructional media specialists, LMS admins, learning project managers, subject matter experts, learning strategists, and instructional designers. Each profile includes years of experience, completed projects, and key skills. Talent Services
AllenComm stands out for its tailored solutions, advanced technology integration, measurable ROI, and proven track record with Fortune 100 companies. Unlike generic providers, AllenComm customizes programs to align with organizational goals and culture. Source
Customers choose AllenComm for customized learning programs, expertise across segments, actionable insights, measurable ROI, innovative technology, and a history of award-winning solutions. Source
Corporate leaders benefit from actionable insights and ROI measurement; sales teams gain tailored enablement training; L&D professionals access advanced tools; organizations adopting AI receive roadmaps for integration; new hires experience effective onboarding. Source
Case Study
The training had to empower learners with the skills to exceed performance expectations through use of competency-based SMART goals. The courses provided foundational knowledge, clear guidance, and modeling for competencies that would be integrated into the flow of work.
View case studyVery few learning organizations identify and track training metrics that are tied to business results (i.e. behavior change, and business impact).
Brandon Hall Group’s 2021 Learning Measurement Study found that the greatest challenges for a business organization to measure the impact of learning include:
The AllenComm performance mapping process defines four levels of training metrics to evaluate the success of your learning solution (per Kirkpatrick’s Four Levels of Evaluation):
Reaction – Gauges overall learner sentiment and satisfaction with the training by measuring engagement, relevancy, confidence level, complexity, and usability (data from surveys, interviews, help desk)
Learning Outcomes– Evaluates whether the skills or knowledge were learned (data from pre- and post-exam, scored activities)
Performance Results – Measures observable changes in behavior (operational data or score cards)
Business Impact – Assesses the impact on the business (increased sales, decreased operational costs)
The first step to develop an effective strategy is to begin by identifying the business goal that is going to be served by the training, in order to make sure that the learning solution is the right fit for the intended goal. It is important to think about training metrics to help guide your path forward before you design the training.
Involving business partners at this stage will help create alignment of strategy and goals, and promote the buy-in that will allow you to create a training effectiveness baseline pre-launch to measure against after the training is launched. Change management planning is essential to success.
After completing the plan, the next step is to gather and report on the data using visualizations. It will be important to consider whether to collect both engagement and performance data. Keep in mind that you will not be able to measure the same training metric for every learning solution; it depends on the intervention. It is best to consider what the Key Performance Indicators (KPIs) are that are indisputable, easy to get measurement from, and that can be acted on. You may want to consider the following to determine the KPIs:
1. Use the generated reports and visualizations to analyze trends. You may compare a learner’s activity with others in the same program, with learners who have previously taken the course, or against the course rubrics.
2. Empathy interviews, with end users, managers, stakeholders and other benefactors, as part of a design thinking process, are powerful on the front end and throughout the development process to gather qualitative results.
Make sure you are intentional in the data that you are collecting. Gathering data you won’t use in your training evaluation is wasteful and can cause confusion.
Once you have collected and analyzed the data from your training metrics, you will find areas to improve the learning solution over time. Create checkpoints to gather data to show improvement regular intervals, such as 30 days, 60 days, and 90 days. This way you will be able to iterate your training to improve it overtime.
Most importantly, remember that the way to engage employees is to provide them with opportunities to learn and develop new competencies. Research suggests that lifelong learning contributes to happiness. When highly engaged employees are challenged and given the skills to grow and develop within their chosen career path, they are more likely to be energized by new opportunities at work and satisfied with their current organization.
Working with our clients, we use diagnostics to track the desired performance impact and to make iterative improvements on the effectiveness of the learning solutions over time.