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Measuring Training Effectiveness

By January 27, 2020No Comments

Employee training is an important activity in  any company or organization for a number of reasons including maintaining competitive advantage, increased productivity, promoting an embracing workplace and regulatory compliance to name just a few. It increases employee motivation, job satisfaction, and morale. Training provides increased efficiencies in processes that  allow the organization  to enjoy a financial gain. Training also increases the capacity to adopt new methods and technologies as well as innovation in products and strategies.

Employee training is beneficial for a business, but it is a major investment. This is one of the reason employers and business leaders need a way to measure training effectiveness. After all, if you are unable to determine  whether your employee has learned something useful and that they  be able to retain the learned skills and apply them to their jobs, you  are not  able to judge  how useful your training has been. Equally, for every type of training, it is essential that one assess the quality of the instructor and the effectiveness of the training program overall.

The Need to Measure the Effectiveness of a Training Program

According to a 2016 ATD report, on average, organizations spend about $1252 per year per employee on development and training. This means that an average employee gets about 33.5 hours of training every year. Training is undoubtedly an important part of any corporation. However, the focus shouldn’t be on how much training is being provided, but on its quality and effectiveness. It is crucial for companies to concentrate on measuring the effectiveness of each training program.

Corporations develop and implement training programs for employees to respond to problems associated with performance, motivations, and poor quality of work. They set goals for the training programs and then need to measure the effectiveness of to determine if the training met the requirements.

There are a few methods available for the evaluation of training effectiveness. These methods can provide you with useful information as well as detailed feedback that informs you about the adequacy of the programs, as well as about the parts which did not work well. This knowledge is useful; you can utilize it to address the shortcomings with future training programs that have been specifically designed for filling the gaps that were identified by your measurement tools.

 

How to Measure the Effectiveness of a Training Program?

To determine the effectiveness of your training program, you need to find answers to fundamental questions, which include, but are not limited to:

  • What is the effectiveness of the implemented learning program?
  • Is the employee performance improving or no change has been observed?
  • Have your employees been successful in learning anything?
  • Are they able to implement the new skills and knowledge in their jobs?

The learning goal of the corporate training should not just be getting an investment return of the training but also enhance the learner’s skill set. Therefore learning cannot be measured solely through age-old methods like multiple-choice questions because this type of measurement focuses only

on short-term knowledge retention as opposed to the long-term ability to apply knowledge.

To determine whether all your commitment and efforts are contributing to a more positive ROI, you may utilize several evaluation methods, such as Kirkpatrick’s Four-Level Training evaluation model.

Methods to Measure the Effectiveness of a Training Program

Let’s look at the proven methods that assist organizations in measuring the time, resources, and energy that is invested in training initiatives:

 

 

Knowledge Transfer

This is one of the best strategies for measuring training effectiveness. It revolves around finding out whether the trainees can transfer their learned knowledge to others. The capability of teaching others is seen as the highest point of mastery of a subject. When the trainees transfer the learned knowledge, this puts them in the perfect position to implement their learned concepts in real-life practices. Knowledge transfer method also tells you whether all you employees have the right skills and knowledge to meet their performance targets.

Assessment Before and After Training

Also known as skills assessment, this involves taking “snapshots” of an employee’s skills before and after the training to get a clear picture of their improvement due to training. As a lot goes on during these periods, visual confirmations are used to assess the skill sets of the employees throughout the training. This helps you determine whether the employees gained skills or knowledge from the training programs.

Ranking Employees

Ranking is very important in measuring training effectiveness. The employees are ranked based on the level of mastery of a subject and they are ranked after every training program. Ranking not just lets you detect and measure improvements but also motivates the employees. They come together in cooperation (encouraging one another to achieve better results) and in competition (competing positively).

In this regard, Kirkpatrick’s Training Evaluation model is currently the industry standard due to its effectiveness. It includes four steps – reaction, learning, behavior and results. If you want to use this model, remember that you must begin from the first step and move forward following the sequence of the steps, depending on the time and financial budget that you have. Each step needs to be completed cautiously and successfully as it becomes the foundation for the next step.

The Final Words

There is a great variation in people’s ability to comprehend new ideas or concepts. Several factors impact how your learners will absorb and implement training in their best interest. It is challenging for an organization to carry out training programs but measuring their effectiveness and performance can sometimes be daunting. This is especially true if getting instant return-on-investment (ROI) is one of your main goals.

One great thing for business leaders do is to complete Measuring Results from the Training course. Through this, you can learn the various ways to evaluate the training process as well as how to utilize the results to show the benefits of the training. Being able to evaluate the training effectively lets you progress to the next step, which is bringing the changes and updates that are needed in your organization, as well in future training programs.

 

References

Advantages of Training Employees. (2019). Retrieved 19 December 2019, from http://www.economicsdiscussion.net/human-resource-management/advantages-of-training-employees/31969

Advantages of Training Employees. (2019). Retrieved 19 December 2019, from http://www.economicsdiscussion.net/human-resource-management/advantages-of-training-employees/31969

Kirkpatrick’s Four-Level Training Evaluation Model: Analyzing Training Effectiveness. (2019). Retrieved 19 December 2019, from https://www.mindtools.com/pages/article/kirkpatrick.htm