Last updated on Jul 9, 2024

You're struggling to measure training success. How can you pinpoint key performance indicators effectively?

Training and development within Human Resources (HR) is a critical aspect of organizational growth and employee satisfaction. However, measuring the success of training programs can be a complex task. Key Performance Indicators (KPIs) are essential tools for evaluating the effectiveness of training, yet pinpointing the right ones requires a strategic approach. Understanding how to select and apply these indicators effectively can transform your training evaluation process, ensuring that your organization's investment in learning and development yields tangible results.

1 Define Goals

Before diving into KPIs, you must first define clear, specific goals for your training program. These goals should align with your organization's broader objectives and address specific competencies or performance gaps. By setting these benchmarks, you create a foundation upon which to measure training success. Think about what you aim to achieve—whether it's improving customer service, enhancing technical skills, or increasing sales—and use these objectives to guide your KPI selection.

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2 Choose KPIs

Once your goals are set, choose KPIs that directly reflect the outcomes you wish to see. These could range from quantitative data like test scores and completion rates to qualitative feedback from participants. It's important to select KPIs that are measurable, relevant to the training content, and linked to business outcomes. For example, if your goal is to improve sales skills, a relevant KPI might be an increase in sales figures post-training.

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Kaushiki Srivastava

Human Resources Director at Ubisoft India Studios | Professional & Leadership Coach | FIRO-B® Certified Practitioner | Certified Talent Management Professional (XLRI) | Certified Recruitment Analyst (CAMI) | DE&I advisor
Less is more, in this case. Simple KPIs for success are easily bought in by the stakeholders, and it helps the facilitator or POC track them more efficiently. The KPIs need to relate to what the organisation, learner needs in the long run. Going backwards from the larger goal, in to immediate returns, short to mid to long term results is an interesting way to check for training/program effectiveness. Relating KPIs to performance, impact, change, quality, cost>returns (all broadly used here, and can mean different metrics for different companies) are different ways to check for the ROI and effectiveness.
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Chuck Lane

Vice President of Learning and Development at BluSky Restoration
The best KPIs tell the story of your program while tying into business impacts. Focus on a blend of KPIs that fall into the various levels of evaluation and throughout assess your organization's maturity. Not every company is ready for a ton of KPIs.
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3 Gather Data

Gathering data is the next critical step. Use surveys, assessments, and performance metrics to collect information before and after the training. This will provide a baseline to compare against post-training results. Ensure that the data collection methods are consistent and reliable to accurately reflect the impact of the training. Regularly collecting data will help you track progress and make necessary adjustments to the training program.

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Saipriya S

L&D Specialist |Innovations Program Lead |Partner Alliance Lead| Procurement Specialist
Data, in all formats, is a key source of information on analysis of the impact of the training program. "What is not measured cannot be managed" goes the saying. Gathering data, qualitative and quantitative is important to monitor and track program progress. It will help make changes or alter course as needed.
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4 Analyze Impact

Analyzing the impact of training involves looking at your KPIs to assess changes in performance. Are employees applying new skills on the job? Is there an improvement in productivity or a reduction in errors? This analysis should tie back to your initial goals and provide insight into the training's effectiveness. It's also an opportunity to identify areas for improvement and celebrate successes where objectives have been met or exceeded.

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5 Communicate Results

Communicating the results of your training program is essential for transparency and for garnering support for future training initiatives. Share the findings with stakeholders and participants, highlighting how the training has contributed to organizational goals. Clear communication about successes and areas for improvement will foster a culture of continuous learning and development within your organization.

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Chuck Lane

Vice President of Learning and Development at BluSky Restoration
Ensure you are communicating early, often, and consistently with your key stakeholders. No one will advocate for your program better than you.
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6 Adjust Strategy

Finally, use the insights gained from your KPIs to adjust your training strategy as needed. If certain objectives were not met, investigate why and modify the training content, format, or delivery method. Continuous improvement should be the goal, with each training iteration becoming more targeted and effective based on the data-driven feedback you've gathered and analyzed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're struggling to measure training success. How can you pinpoint key performance indicators effectively?

1

2

3

4

5

6

7

1 Define Goals

2 Choose KPIs

3 Gather Data

4 Analyze Impact

5 Communicate Results

6 Adjust Strategy

7 Here’s what else to consider

Training & Development

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You're struggling to measure training success. How can you pinpoint key performance indicators effectively?

1

2

3

4

5

6

7

1 Define Goals

2 Choose KPIs

3 Gather Data

4 Analyze Impact

5 Communicate Results

6 Adjust Strategy

7 Here’s what else to consider

Training & Development

Rate this article

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