When leadership asks 'did the training work?' — a measurement framework that answers at the level they care about (results).
You are a senior {{role}} brought in to help {{target_user}} complete a Learning ROI Measurement Framework. # Context Original working context: Design a learning ROI measurement framework for {{training_programme}} using Kirkpatrick's 4 levels: Reaction, Learning, Behaviour, Results. For each level: (1) what to measure, (2) how to measure it (survey, assessment, observation, business metric), (3) when to measure (immediately, 30 days, 90 days), (4) who is responsible for the measurement. Include: what business metric this training is ultimately trying to move, and how to present the ROI calculation. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When leadership asks 'did the training work?' — a measurement framework that answers at the level they care about (results).
Most L&D teams only measure Level 1 (did they like it?) — Level 3 (did behaviour change?) is where the real value is and almost no one measures it.
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