7 KPI's You Should Track to Show the Value of Training
One of the challenges that training professionals often encounter is getting the buy-in of stakeholders. Managers and executives can be hesitant to release employees for day-long training events due to losses in productivity or the costs of training. The best way to demonstrate the value of the training is with quantifiable and reliable statistics, which demonstrate that:
- The learner is retaining and applying knowledge
- The training is benefiting the company as a whole
- The training is offered in an effective manner
In this blog, we’ll look at seven KPIs that can provide data to back up the value of your training program.
Pre- and post-testing provides a good indicator of training effectiveness. Testing before training provides a baseline of knowledge and shows knowledge gaps. Post-testing scores should demonstrate improvement in knowledge and show the degree to which participants learned the material. This is especially true in knowledge- and skills-based training, such as compliance training or software applications training.
In order to identify how much knowledge students retain over time, consider offering a second post-test several weeks following the training. This can further demonstrate the effectiveness of training.
Operational effectiveness pertains to the ability to link training objectives back to strategic business goals. If you are training to improve a particular skill, the effectiveness of that skill could be related back to specific business goals. If your training seeks to address performance gaps, then use operational metrics such as deadlines missed, product errors, accident records, etc. to determine if training helped to increase competencies in key operational areas.
If your training seeks to improve employee performance, there are metrics you can gather to track efficiency. Seek input from managers to understand what their employees do and understand how the training may help to improve certain processes and procedures. Then conduct pre- and post-training assessments to measure the impact on key performance metrics. Involving managers in the assessment can provide the needed buy-in from stakeholders for the training.
Similar to the before-and-after effects of training, departments as a whole should reflect improvement after training. The easy part of this KPI is that it requires no additional metrics, but rather borrows the ones that the department already has in place. Using the department’s own KPIs, you can track a rise or fall in their performance. For example, “The sales teams’ win rate increased by 8% following a training”.
For some organizations, the number of students trained is a key indicator, especially if the training is related to regulatory compliance and safety. Likewise, the efficiency by which those employees are trained is another important indicator.
The time to complete training is an important KPI to measure, both for your purposes of bettering the program and to achieve stakeholder buy-in.
Some of the best insights can be gleamed by asking the students themselves for their impressions of the training. Upon conclusion of a training event, ask the learners opinions of the training, what they liked, disliked and what could be improved. This information will help you to continually improve your training and ensure that the content is relevant.
Depending on your particular training program, you may include some or all of these in your KPI reports. When equipped with relevant statistics and measurements, it becomes much easier to demonstrate the value of training to stakeholders in the organization.
For more useful information on the planning of your training programs, check out our Complete Training Program Guide. It’s full of applicable information, including sections on the budget of training, logistics management, and more. Download your complimentary copy now.
Join Our Community
- 2017 August
- 2017 July
- 2017 June
- 2017 May
- 2017 March
- 2017 February
- 2017 January
- 2016 December
- 2016 November
- 2016 October
- 2016 September
- 2016 August
- 2016 July
- 2016 June
- 2016 May
- 2016 April
- 2016 March
- 2016 January
- 2015 December
- 2015 November
- 2015 October
- 2015 August
- 2015 July
- 2015 June
- 2015 May
- 2015 April