Evaluate whether your training is working, how people apply their learning at work and where to improve with Workplace Dimensions.

You’ve invested in training and development for your people. But how do you know what difference it has made at work?

Positive feedback from participants can tell you how they experienced the training. You may also want to know whether they are using what they learnt, what has changed in their day-to-day work and whether those changes are delivering the results you intended.

Workplace Dimensions, part of Learning Dimensions Network (LDN), helps you investigate these questions, giving you evidence to assess the value of your training investment and identify where improvements are needed.

 

Evidence to guide your next decision

Whether you’re reviewing a single program or an ongoing training investment, we can help you explore:

  • What people have learnt and how they use it at work.
  • What changes participants and managers have observed.
  • What supports or prevents workplace application.
  • What the findings suggest you should continue, change or strengthen.

How we work with you

We start with what your training was meant to achieve and the questions you need answered. We review relevant materials and available organisational information, and hear from participants, managers and others involved.

Drawing on LDN’s experience in adult learning and workforce capability development, we bring the findings together into practical recommendations, making clear what the evidence supports and where questions remain.

Examples of our work
Across our LDN divisions, Safety Dimensions and Leadership Dimensions, we’ve worked with government agencies, industry bodies and employers across a range of industries. Our projects have included investigating workforce needs, reviewing training effectiveness and developing practical tools and learning programs. Explore the examples below.

The challenge: A NSW government department needed to identify suitable training to address recurring forestry compliance gaps and help workers understand complex regulatory requirements.

The process: LDN conducted a national training review, mapped regulatory requirements against learning outcomes and consulted regulators, training providers and industry representatives. The project generated more than 300 industry contacts and included a review of 100 documents relating to operator-level forestry compliance.

The department subsequently engaged LDN to develop a National Forestry Compliance Decision Tool using the regulatory mapping as its foundation. LDN consulted stakeholders across every Australian state and territory and validated the tool through subject matter expert review and field testing.

What the client gained: A detailed assessment of existing training, recommendations for development and delivery, and a practical tool connecting regulatory requirements with relevant compliance actions. The tool was distributed to forestry regulators and industry bodies nationally.

The department rated LDN’s performance as “superior” across all evaluation measures, including the accuracy and usability of outcomes, project management and value for money.

The challenge: A government department employing more than 24,000 staff wanted to understand previous difficulties in implementing upstander training and identify an appropriate way forward.

The process: LDN conducted 20 internal stakeholder interviews, reviewed research and training products, and consulted external subject matter experts. The research examined different levels of cultural readiness, barriers to previous implementation and the conditions needed to support an effective program.

LDN brought the findings together in a report with nine practical recommendations.

What the client gained: Guidance on when to introduce upstander training, what needed to be in place and which learning approaches to consider.

The department then engaged LDN to support program design and prepare internal facilitators to deliver the training. The tender records that the program was subsequently delivered across the department, taking the work from research and recommendations into implementation.

The challenge: A major Victorian infrastructure client wanted to understand whether virtual reality could help people entering the rail industry recognise hazards and translate their learning into practical skills and sustained changes in behaviour.

The process: LDN reviewed academic and industry research into VR, examined its effectiveness and limitations, and compared it with other learning approaches. The review also considered good practice in using VR for education and training.

What the client gained: A report with clear recommendations on how and when to use VR as a learning tool. The findings provided an evidence base for deciding where VR could add value and when other learning approaches might be more appropriate.

The project helped the client assess the technology before committing to a particular learning approach.

The challenge: A major Victorian infrastructure client needed WHS learning that reflected the different responsibilities and operating environments of graduates working across road and rail projects.

The process: LDN’s work included reviewing WHS program delivery and materials, and designing a contextualised Certificate IV in Work Health and Safety program for graduates.

LDN consulted nominated road and rail representatives to align the graduate program with the client’s structure, workplace situations and legislative requirements. The resulting 15-day program was delivered in three five-day blocks over 12 months, combining face-to-face and interactive virtual delivery.

The partnership began in 2020, with materials updated for subsequent cohorts.

What the client gained: A structured qualification pathway tailored to graduates working across different disciplines and project rotations. Relevant scenarios and flexible delivery connected the qualification requirements with the environments in which graduates would apply their learning.

The ongoing partnership supported updates to materials and delivery as the client’s needs changed.

The challenge: A national government agency needed to prepare contact centre employees to explain a complex new scheme and respond accurately and sensitively to participants and providers. Many employees had limited knowledge of both the scheme and the sector. The work had a fixed three-month deadline.

The process: LDN reviewed the knowledge and skills employees needed, consulted subject matter experts and examined relevant policies, procedures and processes.

LDN conducted a gap analysis of existing training materials against the required learning outcomes, adapted suitable resources and developed new materials where needed. Deliverables included workbooks, assessment materials and trainer guides, with accessible and editable versions.

What the client gained: A workforce learning pathway and practical resources delivered in time for the contact centre’s mandated commencement date.

The tender reports reduced training time for employees to become job ready and stronger learning outcomes, although it does not quantify those improvements. Editable resources allowed the agency to maintain the materials as policies and processes changed. The contracting organisation subsequently engaged LDN for further work.

The challenge: The construction industry needed a practical way to turn research on safety leadership into the knowledge, skills and behaviours required at work.

The process: Safety Dimensions, part of LDN, partnered with a major construction organisation to develop a nationally recognised Certificate IV in Safety Leadership.

The qualification drew on research conducted by the Cooperative Research Centre for Construction Innovation, which identified 39 safety management tasks across seven categories. LDN translated that framework into the qualification and training program, managed registration and consulted industry on its implementation and subsequent updates.

Queensland University of Technology independently evaluated the design and implementation.

What the client gained: A nationally recognised learning pathway connecting research findings with practical safety leadership capability.

The independent evaluation found that the framework, delivered through Safety Dimensions’ programs, contributed to improved WHS performance. At the time of that evaluation, 8,273 construction industry participants had completed foundation training covering the framework.

As of 2026, LDN has taught the qualification’s knowledge and skills to more than 16,000 construction professionals.

The challenge: A construction company growing into larger national infrastructure projects needed its safety leadership development to keep pace with changing workforce experience, operational demands and organisational priorities.

The process: Over a partnership spanning more than 10 years, LDN worked with the organisation to design, deliver and refine its safety leadership program.

The work combined consultation, participant feedback and review of changing workforce needs. An initial three-day accredited program developed practical skills in safety conversations, conflict management, workplace relationships and team leadership.

In 2023, LDN redesigned the program into a two-day non-accredited format to provide greater flexibility. Further review and refresh work continued as workforce needs evolved.

What the client gained: A learning program that adapted alongside the organisation, with content and delivery aligned to its safety objectives and frontline leadership needs.

Participant feedback highlighted greater confidence in leading safety conversations, facilitating meetings and managing conflict. The ongoing partnership provided a way to review and improve the program as conditions changed.

The challenge: A construction company growing into larger national infrastructure projects needed its safety leadership development to keep pace with changing workforce experience, operational demands and organisational priorities.

The process: Over a partnership spanning more than 10 years, LDN worked with the organisation to design, deliver and refine its safety leadership program.

The work combined consultation, participant feedback and review of changing workforce needs. An initial three-day accredited program developed practical skills in safety conversations, conflict management, workplace relationships and team leadership.

In 2023, LDN redesigned the program into a two-day non-accredited format to provide greater flexibility. Further review and refresh work continued as workforce needs evolved.

What the client gained: A learning program that adapted alongside the organisation, with content and delivery aligned to its safety objectives and frontline leadership needs.

Participant feedback highlighted greater confidence in leading safety conversations, facilitating meetings and managing conflict. The ongoing partnership provided a way to review and improve the program as conditions changed.

The challenge: A construction industry training fund wanted to understand how effectively WHS information, training and support meet migrant workers’ needs, and where further investigation or investment could make a difference.

The process: LDN completed a desktop review and environmental scan, prioritising Western Australian evidence and drawing on Australian and international research where relevant.

The work catalogued 160 research and evidence records across academic, government, industry, training and community sources. It identified 15 preliminary areas for investigation, grouped into four themes to guide stakeholder research.

The analysis distinguished between the existence of training and support, the evidence of their use in practice, and questions requiring further investigation.

What the client gained: An organised evidence base and a targeted framework for the next stage of consultation.

The report clarified what existing research could establish, where evidence was limited and which potential gaps needed to be tested through workers’ and employers’ experiences. This completed stage provides the foundation for further research and final recommendations. The broader project remains ongoing.

Talk to Workplace Dimensions about the program you’re reviewing and the questions you need answered. Together, we can shape an evaluation that shows you what to build on, what to change and where your investment can make the greatest difference.

Call us on (03) 9510 0477 to discuss your training evaluation needs.

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