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Learning Measurement & Impact Services

Discover the ROI of Your Training Investment

Your organization invests heavily in training and development. You believe in its effectiveness and have witnessed the positive impact it's had on individual leaders. To add to that qualitative evidence, you now have the ability to understand and share the causal ROI and impact of your training investment on metrics such as employee performance, promotion likelihood, and firm output.


Executive Education instructor

Robust, Econometrics-based Measurement & Impact Services

You can add our measurement and impact services on to one of our custom programs, or you can elect to use these impact and measurement services to understand the effectiveness of your internal learning and development programs and/or other external partners’ programs.

At the conclusion of the analysis by our world-class analytics faculty and team, you will receive a report, stating an unbiased ROI of your training investment. For instance, our analysis for an IT consulting company found that the positive impact (rate of promotion) for women taking the training was even larger than that for men.


Companies, led by forward-thinking CHROs, intuitively know that they have to invest in their human capital in an era of organizational agility and resilience. Yet, how precisely those investments map to ROI, to employee or team productivity, to individual career paths and promotions is still a mystery for many. This service aims to bring the state of the art in people analytics and causal inference methodology to tackle this important question.



How We Measure Learning & Development

In order to perform this analysis, Carlson Executive Education uses anonymized individual data from a minimum of 30 program participants. This data is held in strict confidence following University of Minnesota protocols and may be normalized to provide an additional layer of privacy. There are two options for analysis, and each methodology requires a different set of data. There are also options for situations where historical performance data is not available.

Matched Sample
This method requires the identification of internal leaders who closely resemble each of the training participants (in terms of years of experience, level, function, etc). For both the control group and the group who received training, we will need some company-level demographic data as well as performance data (promotion history, performance review scores, etc.)

Longitudinal Data
This method requires at least three years of participant data that details the training, including company-level demographic data as well as performance data (promotion history, performance review scores, etc.)

We recognize that while a robust, analytic methodology is the gold standard to determine training ROI, not every organization has the time or data needed for this rigorous approach. If you would like to measure results on a more directional basis, we can help you frame questionnaires for participants and/or managers regarding their perceived effectiveness of the programs.

Due to the nature of the analysis, (how training affects future performance), the analysis is best conducted one to two years after the program has been completed. We can perform this analysis retroactively, however—so if you would like to understand the effectiveness of a training program from two or more years ago, we can work on that immediately. 


Discover the Impact of Your Training Investment