All You Need to Know About Training Measurement

The success of an organization hinges on the way its workforce performs regardless of what level they work at. Many organizations today invest a significant amount to train their employees to:

  • Decrease need for supervision
  • Promote safety at workplace
  • Boost employee’s confidence
  • Increase job satisfaction
  • Create learning environment
  • Project positive brand image
  • Employ contemporary technology
  • Boost productivity
  • Increase performance and business revenue

However, without measuring the impact of training, you cannot be sure whether things are going in the right direction. Thus, training measurement is important!

The irony is many organizations neglect the importance of training measurement and evaluation because they believe it to be a wastage of resources. Is it indeed a wastage of resources? Not at all!

In fact, training measurement helps identify the impact of training, and it is important for the following reasons:

  • To Track and Measure Business Results
  • To Drive Accountability for Execution
  • To Provide Feedback for Coaching

This post further elaborates how you can evaluate and quantify the impact of training. To do it by yourself, you have to embrace the four-level training evaluation model.

Level 1: Reaction

This level describes how your employees react to the training. It is evident that if training is relevant and covers valuable aspects of the job profile they are into; it makes them feel good about everything including the instructor, topic, material, presentation, and venue. Otherwise, they will consider it superfluous or maybe an opportunity to escape their daily work schedule.

So, measuring reactions is crucial because it helps you realize how well your workforce is receiving the training. Getting reactions of your employees gives you valuable insight to make training for future trainees more relevant and grasping.

Level 2: Learning

Learning measurement is crucial because it lets you know what your workforce is learning and where they are facing challenges so that you could improve future training.

At this level, you quantify what your employees have learned. How much have they grasped as a result of training? Every training session starts with a list of learning objectives. You can use them for your measurement.

Apart from it, you can test trainees before the session to check what they learned till date and again after training to see what they understood. Measuring learning helps you see whether the goal of the training program is getting achieved.

Level 3: Behavior

The third level of training measurement lets you understand how far your employees have modified their behavior depending upon the training they received. Doing so helps you determine how participants apply the information they grasped in a particular scenario.

To measure their behavior, you can conduct a small session to ask –

  • Can they teach what they learned to other people?
  • How will they use their skills?
  • Are they aware of how the training modified in their work-behavior?

So, conducting sessions or interviews over time are the effective ways to assess behavior change.

Level 4: Results

The fourth level of training measurement is critical. It lets you know the final outcome of your training. It includes results you expect to be good for the business and the employees alike.

As mentioned at the beginning of this post, the primary objectives of organizations to invest in training include boosting productivity by decreasing errors and improving workflow, gaining a competitive advantage by increasing performance and customer satisfaction, employing the latest technology, and boosting business revenue.

Wrapping Up!

To understand how effective your training was, you can follow the four-level training measurement model as explained above. It will contribute a lot to the improvement of your future training sessions.

However, training evaluation is a time taking process and may not be everyone’s area of expertise. Thus, many organizations prefer to take help from a specialized consulting firm. The big advantage of using a consulting firm is that measuring the effectiveness of training is their forte, and they do it to perfection on your behalf to let you focus on the core objectives of your business and other essential matters.

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