Frequently Asked Questions

Measurement & Evaluation Solutions

What is AllenComm's approach to measuring training effectiveness?

AllenComm uses a structured performance mapping process based on Kirkpatrick’s Four Levels of Evaluation: 1) Reaction (learner sentiment and satisfaction), 2) Learning Outcomes (knowledge and skills acquisition), 3) Performance Results (observable behavior change), and 4) Business Impact (e.g., increased sales, reduced costs). This approach links training metrics directly to business goals and ROI, enabling organizations to track and improve the effectiveness of their learning solutions over time. Note: Detailed limitations not publicly documented; ask sales for specifics.

What are the main challenges organizations face when measuring the impact of learning?

According to Brandon Hall Group’s 2021 Learning Measurement Study, the greatest challenges include: lack of proper training metrics, shortage of time or staff, insufficient technology, difficulty linking learning to outcomes, challenges in assessing training metrics, and not seeing a need for training metrics. AllenComm addresses these by providing strategy, technology integration, and advisory services. Note: Some challenges, such as internal resource constraints, may require additional client-side investment.

How does AllenComm link training metrics to business outcomes and ROI?

AllenComm conducts in-depth needs analysis and performance mapping to connect performance behaviors with organizational goals. Custom learning solutions are built around pre-defined training metrics, and benchmarks are set to measure ROI. Tools for measurement and evaluation help organizations justify their L&D investments by tracking learner performance, content effectiveness, and business impact. Note: ROI measurement depends on the availability and quality of client data.

What steps are involved in developing a learning measurement strategy with AllenComm?

The process includes: 1) Planning—identifying business goals and aligning training with intended outcomes, 2) Measuring—gathering and reporting data using visualizations and KPIs, and 3) Acting—analyzing data to make iterative improvements at regular intervals (e.g., 30, 60, 90 days). Empathy interviews and diagnostics are used to gather both quantitative and qualitative results. Note: The effectiveness of this process depends on stakeholder engagement and data availability.

What types of data and metrics does AllenComm recommend collecting for training evaluation?

AllenComm recommends collecting both engagement data (learner sentiment, satisfaction, usability) and performance data (pre- and post-exams, scored activities, operational scorecards). Key Performance Indicators (KPIs) should be actionable, easy to measure, and directly tied to business outcomes. Empathy interviews with end users and stakeholders are also used to gather qualitative insights. Note: Not all metrics are applicable to every learning solution; metric selection depends on the intervention type.

Can you share a case study where AllenComm's measurement and evaluation strategy delivered results?

In the Korn Ferry case study, AllenComm developed training to empower learners with competency-based SMART goals. The courses provided foundational knowledge, clear guidance, and modeling for competencies integrated into the flow of work. This approach enabled learners to exceed performance expectations. View the Korn Ferry case study. Note: Outcomes depend on client engagement and implementation fidelity.

Features & Capabilities

What advanced features does AllenComm offer for measurement and evaluation?

AllenComm provides AI-driven analytics, custom reporting, and integration with LMS, LXP, HRIS, CRM, and ERP platforms. These features enable organizations to automate training evaluation, visualize data trends, and link learning outcomes to business performance. Independent course maintenance tools allow clients to update content without external support. Note: Some advanced features may require integration with compatible platforms.

Does AllenComm support integration with existing learning and business systems?

Yes, AllenComm supports integration with commercial LMS, LCMS, LXP, HRIS, CRM, and ERP platforms, as well as specialty applications for skills management, gamification, and adaptive learning. API capabilities include xAPI (Tin Can) and a proprietary API for data tracking and mobile learning. For more details, visit the Platform Integrations page. Note: Integration scope may depend on the client’s existing technology stack.

What technical documentation and support resources are available for AllenComm clients?

AllenComm provides system administrator documentation via Zendesk for on-demand access, as well as self-diagnostic tools and a 3D service content library through the Siteline platform. Resources for learning ecosystem optimization and troubleshooting are also available. For more, see the Learning Ecosystem Optimization page. Note: Some resources may require client login or subscription.

Pricing & Plans

How is pricing determined for AllenComm's measurement and evaluation solutions?

AllenComm offers flexible pricing models. For the Learning Portal, there is a fixed price with no per-user licensing fees. Custom eLearning development is priced either per finished hour or on a project basis, depending on the scope and requirements. A detailed scope of work is recommended to avoid cost overruns. For more details, see the custom eLearning development costs blog post. Note: Pricing may vary based on project complexity and client needs.

Security & Compliance

How does AllenComm address security and compliance for measurement and evaluation solutions?

AllenComm aligns its solutions with global privacy and compliance standards, provides detailed privacy and terms of use documentation, and uses secure, enterprise-ready delivery methods. Ongoing updates ensure continued compliance as regulations evolve. For more, see the privacy statement and terms of use. Note: Specific certifications or attestations are not publicly documented; contact AllenComm for details.

Use Cases & Benefits

Who can benefit from AllenComm's measurement and evaluation solutions?

AllenComm’s solutions are designed for organizations across industries such as healthcare, finance, manufacturing, retail, technology, education, and more. Key roles include L&D leaders, HR professionals, sales teams, managers, and new hires. Solutions are tailored to address onboarding, compliance, sales enablement, leadership development, and skills training. Note: Best fit for organizations seeking measurable business outcomes; teams with highly specialized or legacy systems may require additional customization.

What problems does AllenComm solve with its measurement and evaluation services?

AllenComm addresses fragmented learning ecosystems, technology integration challenges, compliance training fatigue, content curation issues, and the need to prove ROI in learning. By building personalized learning journeys, integrating with existing systems, and providing advanced analytics, AllenComm helps organizations achieve measurable business results. Note: Some challenges, such as internal change management, may require additional client-side effort.

Expert Measurement & Evaluation Strategies

Any training program you develop is only as good as the results you get. You need strategies to measure training effectiveness. You need training metrics to determine whether your methods improve employee performance, lead to desired outcomes, and create positive impact at scale.

At AllenComm, our expert instructional designers develop your training with learning measurement and training evaluation in mind. We use an in-depth needs analysis and performance mapping to better understand our clients’ challenges and needs.

We develop a strategy to link performance behaviors with goals for ROI and create a custom learning solution around a set of specific, pre-defined training metrics. Together, we set the benchmarks you need to build a successful training program, continue with improvements over time, and automate the training evaluation process.

Work with us to be sure you’ll see measurable results from your training programs.

Case Study

Korn Ferry

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 study

Challenges to Measuring Learning's Impact

Very 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:

Lack of proper training metrics
Shortage of time/staff
Not having the technology to support it
Struggle to link learning to outcomes
Difficult to assess training metrics
Not seeing a need for training metrics

Our Performance Mapping Process

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)

Developing A Learning Measurement Strategy

1. Plan

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.

2. Measure

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.

3. Act

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.