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Measuring Impact in HR: A Practical Demonstration

Source | | Adam D McKinnon | Sambit Das

Differences in Training Outcomes

The decision we are trying to inform here is: in which training format should we invest?

The context is simple. The organisation has introduced a new digital (i.e., online e-training) for new starters. The new digital training takes half a day to complete. The traditional model of training delivery was a full-day of face-to-face activity.

The company wants to understand which training format to commit to in future. Enter People Analytics Team!


The workflow is as follows:

  1. INGEST: We began by ingesting the end-of-course assessment data from the training (previously collected). The data was from a random selection of participants that have completed the training in one of the training formats (i.e., face-to-face or digital).
  2. ANALYSE: From there we analysed the end-of-course assessment results. This was done using some basic descriptive statistics and a simple Independent Samples t-test. Prior to performing the t-test we completed an assessment of the t-test assumptions.
  3. VISUALISE: We visualised the results obtained from the two training formats to make it easier for our audience to interpret and understand,
  4. QUANTIFY: Finally, we quantified the benefits of the optimal approach.

The R code for this analysis is presented below, following the workflow steps above. In addition, some guidance regarding the steps and interpretation of the outcomes are provided. We have used namepsacing throughout to illustrate which packages are being used for any given function call. While this helps to ensure the accuracy of our code, it also facilitates learning and ease of understanding for fellow practitioners.

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