Powerful Employee Training Metrics That Demonstrate The Success Of Corporate Learning

The L&D industry runs on analytics. However, not every LMS report deserves a place on your admin panel. This article presents eight crucial employee training metrics for managing staff.

Every year, L&D teams inside firms carefully prepare the kind of training courses they must offer in order to meet corporate objectives and enhance overall organizational performance. However, does it really function like that? If it does, is it fully optimized to deliver on its promise?

Managers usually have reservations about spending funds on training without definite results or KPIs. It makes sense due to the growing pressure to reduce expenses, and the budget allocation is typically among the first areas to suffer.

Monitoring employee training metrics enables your company to ensure that the instruction it offers is interesting and, most significantly, contributes to the achievement of organizational objectives.

What metrics apply to staff training?

Employee training metrics perform a number of functions, such as:

• Determining whether a training program was effective.
• Evaluating a program’s learning outcomes.
• Aligning the instruction with the objectives of the organization by using datasets and insights.
• Assessing training methods’ components.

Metrics for employee training place a strong emphasis on efficacy. Let’s take the hypothetical scenario of someone who works for an eCommerce retailer. Increasing your site’s SEO to generate prospects and drive revenue would be best.

After a brief investigation, you discover that your staff lacks the requisite SEO abilities, so you enroll everyone in a training course. The accompanying queries could be addressed with the aid of employee training metrics:

• Was the SEO instruction for staff members an achievement?
  Were the students happy with the instruction?
  Has the site’s volume of sales increased?
• Has the number of leads changed significantly?
  Is your site better optimized for SEO?
  What more training is required for any additional SEO abilities?

Whenever there is a distinct purpose in mind connected to the instruction, the learning effects within a firm become obvious. Say you want 25% more people visiting your website over the 12 months. If so, you can implement the right amount of education to accomplish this and, as a result, compare training metrics to this particular business statistic.

Why should training metrics be used while evaluating training?

You can make data-driven choices utilizing employee training metrics during training evaluation. It eliminates prejudice and prevents irrational conclusions from being formed. It establishes fairness and consistency from an organizational standpoint and validates any capital commitment to learning. Additionally, employing training metrics enables:

• Profit is determined, and measurements for training can be connected to indicators for profitability.
• Utilizing the same measures and KPIs throughout time lets you monitor performance changes directly resulting from your educational programs.
• Utilizing consistent measurements enables you to evaluate your training course against those of competitors and determine whether you are overspending or underspending.
• Open communication with staff members enables you to demonstrate the advantages of education and the return on your investment.

Insufficient training is among the main reasons people quit a company. It can occasionally be easy to demonstrate to staff members the worth of the expenditure put in them by using employee training reports. Often, whatever is done matters less than how its worth is expressed.

Key employee training metrics you MUST examine

L&D metrics from contemporary LMS solutions are plentiful. Systems generally have more indicators than you are capable of tracking. Therefore, it might be challenging to determine which employee training metrics on your monthly calendar are pertinent to your learning goals and which should be skipped.

How can you identify weak points and typical trouble spots in your plan? Is there any method to extract and interpret the information to identify workplace performance bottlenecks? You may reach your corporate objectives and track staff performance with the aid of these employee training reports.

Rate of course completion

Workers may not have retained all of the material even after passing the training. Nevertheless, it provides data on each person’s participation in the program in addition to the proportion of staff members who are currently participating instead of idly watching.

Employees who don’t meet the criteria can be followed up to determine why. Next, in light of low academic achievement overall, decide whether there is a more significant issue or provide assistance tools to accomplish the goals.

Training cost per employee

The entire training cost is divided by the number of people in this simple statistic. This could be for a particular course or the total amount of training completed in a given month. The equation will be:

• Training cost / Employee number = Training cost/employee.
• Consider that your annual training budget is $200,000 and that you employ 100 employees.
• Cost of training per worker: $200,000 / 100 = $2000

For example, the estimated yearly expenditure per worker in the educational sector was $1500. This allows you to assess whether your expenditure is reasonable or excessive. Additionally, using this LMS report, you can strategize your instruction budget for the forthcoming year.

Evaluation findings

Once more, test scores serve as the gold standard for measuring information retention. In actuality, some examinations assess a worker’s memorization skills. However, they can help you identify personal growth opportunities or training subjects many workers find challenging.

For instance, 60% of the workers in your factory failed the test on safety practices. This is typically brought on by a mismatch between your training session and your teammates’ productivity concerns.

Return on investment

The effectiveness or productivity of the funds you spend on the instruction is measured by the return on investment (ROI). Greater income and economic effects are frequently associated with it. Each training project at your company does not need to be evaluated for return on investment. Typically, you may only monitor this vital measure for the highest 10% of the most effective training initiatives.

Among the most common approaches to assessing the ROI of learning is:

• (Return of benefit – investment cost) / investment cost x 100 = ROI

Assume you invested $50,000 in training to assist your client service representatives resolve problems more quickly. They could increase revenues and consumer satisfaction after the session, which increased net profit by $90,000. Therefore: ($90,000 – $50,000) / 50,000 x 100 = 80% ROI

Employee development

How are workers doing regarding learning new skills? Are they catching up with their colleagues, or are they lagging? Using your staff training LMS, you may review progress reports to determine how far trainees have advanced from the pre-assessment baseline.

Or perhaps find standout employees who advance more quickly than their peers. These people are perfect for peer-based guidance and coaching initiatives that improve knowledge exchange.

Training experience

Among the most often used training measures, this can typically be discovered in a post-training questionnaire. It is employed to determine how happy students are with the instruction they obtain. To collect feedback and gauge the satisfaction with the training program, utilize the Net Promoter Score (1–10) with the query, “How probable is it that you’d suggest this training course to a colleague or coworker?”

These employee training metrics are great for determining whether or not the instruction was effective from the viewpoint of the trainees. Anything from 0 to 30 for NPS is considered good. Anything beyond 30 is excellent. If your score falls under 0, you can begin to become concerned.

Timesheets

How long does it take a worker to finish a training segment or simulated scenario? How frequently do they use the software for managing training courses? You can evaluate training patterns and optimize different difficulty levels using time log records.

For example, despite being among the most difficult components of your program, most of your staff are flying through the compliance training class.

As a result, you may be required to make it harder and include practical exercises to illustrate the subtleties of compliance breaches. Rather than simply knowing the regulations by heart, workers must demonstrate that they get the nuances and can apply them in real-world situations.

Effectiveness of operations

Operational performance should grow if training is conducted well and tackles the skill shortages required to optimize workplace operations. For instance, you might be failing to meet 30% of your commitments.

There ought to be a discernible change if a staff training plan is completed to tackle this particular problem (for example, a reduction to 25% or 10% over a period). Before and after education, operational metrics can be measured to detect any efficiency gains.

Employee contentment

Feedback involves candid conversation. Your staff receives it in the form of test scores and simulation summaries. They should, however, also be capable of providing commentary depending on their learning experience. Like what they considered to be the most recent soft skills training or whether they were satisfied with the trainer’s encouragement.

Staff satisfaction surveys typically include survey results and other critical employee training metrics. Charting their total satisfaction levels will help you identify potential opportunities for improvement. Next, improve your staff training management model to ensure it meets their demands and produces the desired results.

Student dropout rate

This shows how many students either began a course but did not finish it or left the program. It serves as a gauge of the educational resources’ content quality or, in the case of online learning platforms, it could even point to problems with browser support. Preferably, you track where students stopped taking the material within the course. That enables you to determine whether a specific training component is flawed.

User authentication

Specific online training programs require registration from workers, whereas others, like elective skill-building programs, allow team members to cross-train for different departments or prepare for promotions.

Using user registration statistics to identify those individuals, you may put workers passionate about L&D and personal growth on the quick road to leadership. Poor user registration ratings, on the contrary side, can suggest that a program requires some improvement and isn’t as well-liked.

Post-training employee performance

Performance evaluations post-training are employee training metrics that examine how much the employee’s performance has improved over time due to the course. Depending on the intricacy of the ability being trained on, the effects of learning may immediately become apparent or take longer.

This could be determined by comparing the outcomes of monitoring employee performance indicators such as total sales or first-call solutions for each worker or per-employee revenue for the business before and after the program. You may only evaluate it for your most effective training, similar to the training ROI.

Real-world performances

Theoretical knowledge won’t get workers out of a jam when they’re in it. They must be able to use what they’ve acquired in the field and process data to get the results they want. The most obvious candidates include simulations, gamification, and scenario progress reports. They help you identify obstacles and untapped resources that support your goals.

Certification administration

Are certifications of conformity with the rules required for staff members? Who is going over and beyond to enhance their skills versus who is only doing the minimum needed? Executive summaries for certifications provide information ranging from completion rates to outcomes.

Since each certification has particular requirements and mini statistics, assessing workers in a more regulated setting is a fantastic approach. For example, depending on their obtained credentials and how effectively they fared throughout each tie-in exercise, you may easily recognize individuals who demonstrate specific abilities or specialty understanding.

Final word

Based on additional business goals and results, you might need to broaden the scope of your LMS metrics analysis. Nevertheless, your L&D department can use this checklist as an excellent starting point. It will enable you to monitor employees’ development, identify frequent problem areas, and determine their satisfaction.

You also can check to see if they are adhering to organizational requirements and whether they can use what they have learned outside of the training environment. Remember that employee training metrics require a comprehensive analysis. To identify areas for improvement, more than one element of their productivity must be measured. A worker that completes tasks quickly may be surpassing their colleagues. However, it can also be a sign of apathy brought on by a lack of challenge.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, assessments, and gamification features ensure learning outcome measurement and sustained engagement.
Find out more and request a custom demo!