Measuring the result of a training program can be challenging in many ways, mainly because it isn’t overly straightforward. While you can certainly monitor pass rates for coursework, that won’t help you assess your return on investment (ROI). Only the practical application of any learned skills will benefit your company. As a result, there’s a level of ambiguousness in the equation.
However, by focusing on the right areas and using the proper approach, measuring the results of training and its impact on your company is easier. If you aren’t sure where to begin, here are some tips.
Embrace a Framework for Assessing Training Effectiveness
While many companies use quiz results and employee surveys to measure success, those are only part of the broader picture. For training, you also need to include a range of other points that help you assess the effectiveness of your approach, learner engagement, post-training practical application, productivity impact, and other critical aspects of the equation.
Often, using a proven strategy like the Kirkpatrick Evaluation Model is ideal. It provides you with a framework for measuring results. Thus, ensuring you don’t overlook a key metric, source of feedback, or company-impacting factor.
Use a Multi-Faceted Approach
In most cases, using a single assessment approach isn’t the best option. For example, relying solely on post-training quizzes to gauge engagement isn’t ideal, as it doesn’t actually provide you with insights from learners about how they perceived the training. It also doesn’t tell you where improvements may be beneficial, or whether what was learned is actionable. Instead, quizzes only reveal short-term knowledge retention.
A multi-faceted approach is more comprehensive. For instance, by using post-training quizzes, self-assessment questionnaires, and feedback surveys, you can get a better grip on the learner’s perspective.
Track the Right Indicators
Ultimately, the goal of training is typically to improve productivity. As a result, you need to identify key performance indicators (KPIs) that you hope to improve in advance, review the current data to assess your existing state, and use that as a baseline.
Then, post-training, you can look for improvements in those specific areas. Gathering the post-training data can include anything from reassessing output quality, examining the new amount of time required to complete particular tasks, and even customer feedback.
When it comes to which KPIs to track, that will depend on the nature of your business and your overall goals. Don’t rely on KPIs that another company may use, even if they are in your industry or are a direct competitor. Instead, you need to personalize the KPIs list every time you update your training, ensuring what you’re monitoring is highly relevant.
Do You Need to Update Your Training to Get Better Results?
If you need support from learning and development (L&D) experts to create training that gets better results, Clarity Consultants wants to hear from you. Clarity has over a quarter of a century of experience in the world of L&D, giving you access to skilled professionals that can help you achieve all of your critical training goals, including attaining a stronger ROI. Plus, the Clarity team can serve as your candidate search allies, simplifying your search for the top talent you need to excel.
If you’re looking to partner with a leading L&D team that can make updating training as easy as possible, Clarity Consultants is here. Contact us today.