How do you measure the effectiveness of a training program? Sure, assessments are one way of doing it. But there has to be other means for tracking employee training metrics.
How else would you know if the training plan which you so carefully designed and implemented is actually showing results? Metrics are a standard of measurement which is used to assess the performance of your employees based on what they have learned and their ability to apply it skillfully.
It is important for an employer to know how the employee perceives the training and if it really is helping them improve their skills and knowledge. Based on this information, you can make modifications to the existing training module.
It is admittedly a difficult task, but there are multiple ways to track employee training metrics to measure the effectiveness of your training program.
Top 7 Employee Training Metrics That HR Experts Track -
1. Track the Time Taken to Complete the Course:
We say that online training allows employees to take the courses at their own pace. They can go through the modules anytime they want. But truth is, there is a time frame within which employees are expected to finish the training. You can’t allow them to continue with the same course for months.
You need to identify which employee has taken the maximum amount of time to complete the training program. With the help of analytics, you can even find out which module they spent most of their time on.
This data enables the trainer to assist them accordingly and help them understand concepts which they find difficult to comprehend. Likewise, you can also track the employees who finished the training at the earliest.
2. Track the Number of Attempts Taken to Clear the Test:
Tests, quizzes and assessments are another way of tracking employee training metrics. You can find out the number of attempts made by each employee to clear the test. If an employee clears the test in one attempt, that means they have completely understood the concepts.
But, if they require more than 3 attempts to clear the test, then you need to intervene to address their issues. You would have to explain the points that they are unable to grasp.
Analyzing the number of attempts also gives you an idea of the effectiveness of the training module you have created. If most of your employees are unable to pass the test, it is possible that the courses have not been designed in an understandable manner.
In that case, you would probably have to work on simplifying or modifying the course contents.
3. Track Assessment Scores:
Now that your employees have given the test and have cleared it, check their scores. Giving a test five times and scoring full marks on the sixth attempt is not considered an achievement.
Again, an analytics tool would be helpful if you need to find out the collective result of your training batch. You can find out the average performance of your employees. Employees who score less than a minimum percentage can be asked to go through the course again or can be offered more assistance in understanding the courseware.
Thus, assessment scores give you an idea of how effectively the employees have retained the information and have grasped the concepts explained in the course module.
4. Track Employee Performance Post Training:
In order to determine if your employees are utilizing the skills and lessons learned during the training session, you need to undertake an evaluation after the completion of the training program. Not immediately but say 30- 60 days later. This time frame will give them enough time to test their knowledge on the production floor and apply techniques learned in the training program.
5. Track the Rate of Employee Turnover:
When an employee feels that the job is not according to their career aspirations or that they are not well-suited for the job at hand, they would leave the organization within the first six months.
Employee turnover is a critical problem in many organizations today. So, enterprises are doing all they can to retain their resources. After all, they have invested time and money to train these employees.
According to surveys, employees are more willing to stay with a company if they see growth potential and learning opportunities. If excellent training and development opportunities are provided, employees would willingly stay back to learn and grow with your organization. So, you can use the rate of employee turnover as a means to measure the effectiveness of your training program.
6. Track the ROI:
While you are spending huge sums on the training programs, you need to take note of the returns you get. ROI is the returns on the costs incurred. Which means, after the training program you need to be able to see some improvement in your ROI.
When you measure your return on investment and you think it is reasonable, you can either maintain or increase the budget allocated for training. But if it appears that the employees are not able to deliver enough output and are not generating the expected results, you would have to revise your training plan. So, ROI makes for an effective means to evaluate the efficiency of your training program.
An increase in ROI will prove that the training has been successful, whereas a decrease would mean that you need to improve your training plan.
7. Collect Feedback About the Company:
Conduct a general survey to receive employee feedback about the work environment, their roles, resources, training, etc., in order to understand what they think of your organization. Many a times, you might be putting in a lot of emphasis on providing the best training opportunity, but there might be something else that your employees find unsatisfactory.
A general survey can identify a host of issues that cannot be addressed by training programs alone. It could be the food in the cafeteria, the hygiene around their workstation, a colleague who is always putting them down, etc.
Maintaining the level of employee engagement is equally important. Conduct an anonymous survey to find out what your employees like and dislike about their workplace. This will give you an idea of what actions you need to take to make your company a great place to work.
Conclusion:
Organizations do not hesitate to invest in employee training programs because their ultimate goal is to increase their productivity. And a well-trained workforce can deliver better output and help the organization achieve its goals. You may not see immediate results after training, but eventually, you will be able to measure the progress that your company is making.
This is where tracking employee training metrics prove useful. It will give you an insight into the effectiveness of your training plan, and how it affects your organization’s growth. If there’s no positive growth, then you need to reorganize your training plan, because continuing with a non-productive plan is not going to help you in any way.
An effective training program is where the employees have a clear understanding of every concept and process, are able to retain the information and can effectively apply the knowledge at work.
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