{"id":6353,"date":"2017-11-28T18:00:40","date_gmt":"2017-11-28T16:00:40","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=6353"},"modified":"2017-11-28T16:55:21","modified_gmt":"2017-11-28T14:55:21","slug":"how-use-training-metrics-measure-effectiveness","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2017\/11\/how-use-training-metrics-measure-effectiveness.html","title":{"rendered":"How to Use Training Metrics to Measure eLearning Effectiveness"},"content":{"rendered":"
You\u2019ve heard it all before. Training can boost employee productivity, creativity and competitive advantage, which altogether means a return on investment (ROI) that you can be proud of.<\/span>But, unfortunately, not all training programs live up to their potential. Actually,<\/span> ineffective training<\/a><\/strong> can often have a negative effect on your business\u2019 bottom line.<\/span><\/p>\n

<\/p>\n

But it\u2019s not all doom and gloom because <\/span>training metrics<\/span> can help you catch those nasty issues before they\u2019re repeated, and improve the value of your training efforts.<\/span><\/p>\n

Let\u2019s say you\u2019ve created a high-quality online assessment for an eLearning course,<\/strong> but you discover (through <\/span>training metrics<\/span>) that learners aren\u2019t performing very well.<\/span><\/p>\n

Actually, more than 50% of them are doing really badly. You could just ignore this. Or, you could investigate the problem (like maybe the assessment is set at a difficulty level that\u2019s too high for the course), and fix it before the next course goes live.<\/span><\/p>\n

Now, catching issues before they\u2019re out of control is great, but it\u2019s far from the only advantage of using the right <\/span>training metrics<\/span>. Being able to track and measure the effectiveness of your training, and make continuous improvements, results in both a better training experience for your employees <\/strong><\/span>and<\/i> a better ROI.<\/strong><\/p>\n

Know Your Metrics From Your KPIs<\/b><\/h2>\n

Before we dive into the different metrics, let\u2019s take a step back to explain what we really mean when we talk about \u201cmetrics\u201d. Metrics have become a buzzword in almost every industry today<\/strong>, to such an extent that the true <\/span>training metrics definition<\/span> has become a little cloudy.<\/span><\/p>\n

Typically, metrics refer to the broad measurement of something and aim for a quantifiable result so that it\u2019s easy to compare with other metrics. For example, a <\/span>training metric<\/span> might be used to measure <\/span>course completion rates<\/span><\/i> for different courses.<\/span><\/p>\n

\n
Metrics refer to the broad measurement of something and aim for a quantifiable result.<\/blockquote>\n \n Share on <\/span>\n \n <\/path>\n <\/svg>\n <\/a>\n <\/div>\n

On the other hand, Key Performance Indicators (KPI\u2019s) are a deeper measure of a specific aspect of your training. For example, the <\/span>percentage improvement in sales staff call numbers after training on new database software<\/span><\/i>. This is why KPIs are often used to implement metrics.<\/span><\/p>\n

But if you ask us, we prefer to define metrics as <\/span>quantifiable measures used to track and assess the status of a specific process<\/span><\/i>, or in simpler terms – highly specific measurements.<\/span><\/p>\n

It\u2019s important to remember that training metrics<\/strong> are no good unless they can actually be measured,<\/strong> either through KPIs or sub-metrics. For example, to \u201cimprove sales staff performance\u201d is not a metric by itself. It\u2019s more of a business goal. \u201cImprove sales staff call rates by 25%\u201d is far more measurable!<\/span><\/p>\n

So, when planning <\/span>how to measure training effectiveness<\/span>, keep in mind that the details of each metric you set may require you to establish more detailed KPIs.<\/span><\/p>\n

What Does Training Effectiveness Mean, Anyway?<\/b><\/h2>\n

Effectiveness in a training context can take a few different forms.<\/strong> A popular angle is a positive return on financial investment. Another is the performance improvement of learners in the training program, like increased productivity or improved teamwork capabilities.<\/span><\/p>\n

Before starting any training program, make sure that management and other relevant board members have agreed on what is expected from the training program, and how its success should be measured.<\/span><\/p>\n

While there are<\/span> many ways<\/a><\/strong> to measure training effectiveness<\/span>, some of the most important <\/span>training metrics<\/span> fall into the following categories.<\/span><\/p>\n

Activity and Engagement Metrics<\/b><\/h2>\n

Given how much time, planning and financial resources are invested in a training program, it\u2019s useful to know that your learners are actually engaging<\/strong><\/a> with it. <\/span><\/p>\n

Because if they\u2019re not engaging, then they\u2019re definitely not learning. And if they\u2019re not learning, then your employees also aren\u2019t getting any closer to those strategic training and development objectives<\/strong><\/a> you\u2019ve been shooting for.<\/span><\/p>\n

Here, some of the areas to track with <\/span>training metrics<\/span> include:<\/span><\/p>\n