6 KPIs To Evaluate Your Corporate Training Outcomes

Written by Shalini Saxena on 22 August 2017

If you organize corporate training for your team, then you certainly know how important it is to analyze the effectiveness of your corporate training program. No one wants to invest in a training unless it offers good returns. For evaluating the impact of your program you need to identify meaningful KPIs (Key Performance Indicators). These KPIs are different for different industries, may even vary from company to company, but a corporate trainer needs to be aware of these KPIs to measure how effective the corporate training is. Earlier, traditional tools for delivering corporate training programs had very little scope for tracking the KPIs but the advanced Learning Management Systems (LMSs) capture every minute detail to give you a clearer picture of how the training influences your team by tracking individual learning and activities.

So exactly what are these KPIs and how an LMS aids you in tracking them?

Before we get there, let's have a quick look at Kirkpatrick Model. This model is a worldwide standard for evaluating effectiveness of training. If you are an L&D (Learning and Development) professional or a corporate trainer, then you may have be aware of this model. If you aren't, don’t worry, below is a quick graphic for your reference. This model considers the value in any type of training, formal or informal, across four levels.

Now that you know what your corporate training scorecard must include, here is how you can help map your KPIs with the Kirkpatrick Model:

Post-Training Analysis

To analyse how they react and what they learnt:

  • Reaction - Take a post-training feedback

Did they find the training favorable, engaging and relevant to their jobs?

  • Learning - Assess what they learned

Did they acquire the intended knowledge, skills, attitude, confidence and commitment?

On Job Effect

  • Behavior - Track if the learnings are being applied in practice

To what extent do the participants apply what they learned during training?

  • Result - Analyse the performance and impact

Has the training and support resulted in the desired outcomes?

Coming back to the actual measurables -  the performance indicators!

1) How was the training utilized ? #Engagement

Track the learner’s activities and analyse how they utilized the program. Some of the the measurables that can be evaluated related to the volume of training are:

  • Total Hours of Training
  • Training Hours for individual Learners
  • Number of Training Programs organized

2) Was the training useful? #Reaction

Take a post-training survey, ask the trainees to rate the program. Some of the questions you can ask them are:

  • Was the training competent to their job role?
  • Did the training fit into their individual career development plan?
  • Will you recommend the training to your colleagues?

3) How much did the training cost? #Expenditure

Calculate the overall expenditure i.e. Total Cost of Training. The measurables in corporate training are :

  • L&D Investment and Budget (Include overheads, cycle time and effort)
  • Cost per Learner
  • Training Cost per Hour

4) How many team members participated in the training? #Headcount

Besides counting the number of training participants, you must also look at:

  • Unique Participants
  • Total Number of Employees requiring Training
  • Training Penetration Rate (The percentage of employees completing a course or a content area of training compared to total number of employees employed.)

5) Did the learners grasp what the training intended? #Learning

Evaluate the learners before and after the training to verify the impact of the program. Assess the trainees and calculate:

  • Pass/Fail Percent
  • Average Exam Score

6) What impact the training has shown? #Behavior

Look for any change of pattern in employee behavior. Based on your training objectives, see if the objectives are achieved. If your training aimed at:

Time Reduction - Are they performing their everyday tasks faster?

Quality Improvement - If the return problem rate goes down then the quality certainly improves.

Cost Reduction - Do you observe any cost reduction after the training.

Performance - Is there any noticeable improvement in their efficiency and overall performance? (Performance index for different job roles varies based on the expected training outcomes.)

As a result, the corporate trainers will be able to to make better and more informed decisions. Analyzing the  training impact not only facilitates better decision making, it also assists in calculating the Return on Investment. Put these measurements in use to make the most out of your training - after all there’s a lot of cost, time and effort involved!

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