We might take for granted the trendy technologies when it comes to tracking employees’ learning progress in training projects. Adopting the current technology is a risky investment when we are not sure of what Learning and Development Metrics are and how they’ll contribute to the end goal which is the improvement of workforce capacities. As for measuring the impact of eLearning, leaders (eLearning agency CEO, Course Provider CEO & Digital Training Manager, etc) need to track training effectiveness but don’t know the right metrics, the theory/ reason behind these metrics. To address the elephant in the room, it’s important to get insight from training KPIs for better improvement because training influences business goals.
11 must-have learning and development metrics for learning analytics
To be honest, the most common challenge that F.Learning’s clients have to deal with when creating training materials for employees is to measure the efficacy of the training delivery. Without a thorough grasp of key performance indicators, no amount of development or success can be achieved. For example, when you wrap up the training program with only mouth feedback from your workers (sometimes they even lie to you to get away from the training sessions and get home as soon as possible), you won’t know if your training is generating a good ROI. Utilizing training KPIs can determine whether your employees are up to the requirements of not only the job-specific roles at the moment but also in the long run.
Recently, regarding skill-building effectiveness measurements, the top-of-mind approach is to make use of technology. Many companies now are using the LMS platform to build the content base and clearly, employees’ footprints are tracked continuously since the first lesson they take. As a consequence, your corporation doesn’t need a third party to make the tracking. LMS is a useful tool for reporting and tracking, as well as having an integrated training analytics dashboard. Here are some training KPI examples that you can measure with an LMS:
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LMS-relating training KPIs
1. Activity Pass/Fail Rate
Normally, regarding this first metric, many leaders only care about the contemporary results of test-takers and make comparisons between one and another (which is completely incorrect in assessing an employee’s skill capacity). However, you can totally make the most out of this basic metric by observing the rate across months rather than across employees for a single course in order to help identify aberrations. For example, if it’s typical that 70% of employees pass a specific test, and one month, it suddenly drops to 30%, this may signal that the first test is too easy and the second is too hard, thus employees can not adapt to the pace of the knowledge levels. Furthermore, this KPI may be used to map out sites where workers pass at a high rate as well as sites where workers fail at a high rate.
2. Average Test Score
The second training KPI that you need to pay attention to is the test score. For example, when adopting a new modification in your training program, tracking test results over time can help you to evaluate if the change has had a good or negative effect. It’s possible that the unanticipated shift in average test results is due to a change in the field. Before asking the employees with low scores about their performance, maybe you should review the training materials because maybe the changes in scores come from the unmatched knowledge between the two levels.
3. Training Completion Percentage Rate
You can also evaluate the level of employees’ responsibility since this report is displaying the percentage of students that enroll and complete the course, and indeed their compliance. For mandatory, compliance-based training, you’d expect the completion rate to be 100% every quarter. You can run this test a few weeks before the end of the quarter and, if the completion rate is less than 100%, alert department managers so they can make sure employees finish their required training on time.
4. Training dropout rate
You can just assume that the training dropout rate is clearly opposite to the completion rate and knowing one is enough. In fact, analyzing the dropout rates brings more insights instead of considering it as the contrast to the completion rate. Frequent dropouts may derive from some common issues such as inadequate involvement with teachers, insufficient assistance from instructors and/or the school, lack of allocated time for online courses, lack of motivation. After reading the numbers and pointing out where the problems are, it is easier for training developers to decide what to change.
5. Course Attendance Rate
If you have a monthly optional, elective-based course, this would be a helpful report to run. For instance, suppose you give leadership training once a month and have 20 seats available. This report will allow you to keep track of how popular your organization’s elective-based course is.
Useful tip: If you are struggling with the low attendance of your employees even though you try your best to force them to take the courses, it is time to make some improvements regarding the learning experience.
6. Average Time to Completion
Numbers don’t lie. That’s why completion time is also another metric to keep track of because it says a lot about the level of training materials. Running a report to determine average completion time (or even total combined completion time) might be a crucial part of calculating training ROI. To begin calculating the cost of training, multiply the number of persons who have finished it by their average completion time, then multiply that by the average hourly pay rate.
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Business-driving training KPIs
If your training program is new, it’s fine to focus on KPIs that are related to the training only, but as it expands, you’ll need to include more L&D metrics that illustrate how training affects general company performance.
7. Employee Engagement
Employee engagement as a KPI within workplace training can’t be ignored for it quantifies the quality of employee training, enhances employee retention, and reduces turnover rates.
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8. Knowledge And Skill Retention
A key question that should be raised after any business-related LMS courses is: how much value is LMS training giving to the specific team and the whole company? This indicator which evaluates how much learners can retain the knowledge and skill they gain in training can imply how effective the training was.
9. Transfer Of Training
Corporate training’s main objective is to enable employees to convert knowledge into skill. This is why we attempt to align learning with learners’ desired outcomes and the general success of the company. The ability of workers to apply what they’ve learned in class to their jobs is an important KPI for measuring the efficacy of training.
10. Impact On Organizational Performance Metrics
Businesses may use training to grow sales, improve service efficiency and productivity, and maintain compliance. This means that training is the key to improving individual and organizational performance. The key to knowing how training contributes to company ROI is to measure the difference between performance measures before and after training.
11. Stakeholder Satisfaction
Stakeholders get the last say on whether or not training is effective. They look to see if employees can apply what they’ve learned in class to their careers. They are also in charge of the team’s and individual employees’ performance metrics. Given this, it is reasonable to conclude that stakeholder satisfaction is a key indicator of successful training programs.
Conclusion
Any firm trying to assist its people and business flourish may benefit from using employee learning and development metrics. You can utilize widely used generic key performance indicators, design your own, or employ a professional team to help you determine the optimum KPIs for your training. In any case, understanding more about KPIs while keeping the information offered in this article in mind is a good place to start.
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