Important Metrics for Evaluating Your Employee Training
Jan 12, 2022
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A process without the desired output is a waste of time for everyone involved. Likewise, if you are conducting employee training, there should be certain goals that need to be achieved at the end of the course. Once you set the goals, the job is not done as you need to track the progress and make the necessary changes accordingly.
Many organizations are investing huge amounts of money in employee training but not tracking the progress of the course and measuring the output. To counter this issue, many organizations started using learning management systems like Convergence Training, through which, you can create, deliver and manage the training content and at the same time, track the progress of the employees through attendance tracking, course completion, and other important features. To help you better with this, we have listed down a few important metrics for evaluating employee training.
1) Identify the key KPIs:
Key Performance Indicators help you to track the progress of your employees. The KPIs can be a little different depending on the training course but there are some generalized metrics that you need to track. Customer retention rate, course completion rate, attendance tracking, and employee engagement are the few parameters that you need to consider. Before the start of the course, think about the KPIs that you want to track.
2) Learning experience:
A good learning experience will also help the learners to involve and engage throughout the lecture. Take regular feedback from your learners to know whether they are comfortable with the way lectures and content have been delivered to them. To make the learning experience better for the learners, include animated and graphics and reduce the text-heavy content. This will engage the learners more than the typical content.
3) Check the productivity:
An effective training program will impact the way your employees deal with situations and their work. After the training program, observe whether your employees could be able to apply the skills that they have learned. This is a good indicator to know the effectiveness of your training program. Once you observe that your employees could integrate the learning into their work, it is a good sign of progress.
4) Track employee engagement:
Are the employees attending the lectures? If yes, how long do they stay in the lecture? If they are missing the session, are they watching the recorded videos later? These are questions that you need to find the answer to. The more engaging the training is, the more likely your employees finish the training. If you are not sure how to create engaging content, try gamification in your learning management systems. With interactive elements in gamification like rewards, points, and leaderboards, learners can compete with each other. This creates a healthy competition among the learners leading to more engagement.
5) Feedback:
The other important and efficient training metric is feedback. Feedback lets you know where you are going wrong in terms of content and lectures, you can make the necessary changes accordingly. Once you receive the feedback, don’t just check and ignore it. Take necessary steps needed to address the concerns raised in the feedback. Feedback is definitively an effective tool to gauge the learning experience of the learner. Appreciate constructive feedback and ignore intentionally made feedback comments.
6) Financial impact:
One of the key factors why organizations invest in employee training is the financial impact. The financial impact isn't only meant for the organization, it’s meant for the employees too. If the organization grows financially, the employees will also grow simultaneously. Due to effective training, if there is an impact on the financial growth, that would be the cherry on the cake. It is an indication that the training is effective enough to influence the financial growth of the organization.
Conclusion:
Rolling out training courses without a proper plan to measure the effectiveness and track the progress is a sheer waste of time. It involves lots of time and effort of all the people concerned with it. Thus, organizations should take responsibility and find important metrics and track the progress of the employee training.