Measuring Training Effectiveness (Metrics)

It is hard to measure the bottom-line impact of learning and development from training.

Seven metrics

i) engagement (application of material, ie check that staff (including new recruits) are using it, eg how frequently, how effectively, etc;  check for ease of access, understanding of material, its uses, etc; if online, software can record clicks, visits, downloads, time spent online, etc; track efforts of learning; linked with staff satisfaction and completion rates)

ii) staff satisfaction (check the type of interaction with the content, etc; measure motivation, ie keenest to help the organisation, eg willing to tackle new, challenging opportunities; comparing promotion and staff retention rates of those attending the training with those who did not
"...almost 25% of employees are not confident their skills are put to good use in their current roles. And employees who feel their skills are underutilised are 10 times more likely to be job hunting compared to those who do feel there skills are being put to good use..."
LinkedIn's Skill Advantage Report as quoted by Paul Petrone, 2022

Is training satisfying both the organisational needs and staff  members' professional/personal development needs?

Compare promotion rates from those who receive training against those who did not)

iii) rate of return on investment (ROI) (measures the efficiency or profitability of the money invested in training; a high ROI leads to increased budget opportunities; a low ROI suggests to adjust the training
"...With the rise of new learning tools and tech comes greater efficiency curating, distributing and measuring progress on learning programs..."
Paul Petrone, 2022)

iv) impact (check whether the training provides the specific skill needs required; this is linked with performance data
"...Knowing your organisation's skill profile and future business needs can help you identify and close skill gaps that are critical for your business. Whether prompted by a change in external or internal environments, our workplaces are constantly evolving..."
Paul Petrone, 2022)

v) performance (measure improvements of staff performance over time, ie what is implemented; closing organisational skills gaps, etc)

vi) pass/fail rate (determine training success, ie what worked well and what needs improvement; learners' weaknesses ,ie need for remedial action; more challenging training, etc)

vii) completion rate (number of staff completing training course; low completion rates indicate a possible lack of interest, training not suitable, etc; a high completion rate can indicate learning was effective; needs to be combined with other metrics, such as engagement and satisfaction)

NB There is overlap between the 7 metrics.

(source: Mason Stevenson, 2022)