How To Measure The Training Effectiveness of an Employee Training Program
How Do You Measure the Effectiveness of Training?
The Traditional Approach and the Modern Approach to Evaluating Training Effectiveness
How to Track and Evaluate Training Effectiveness?
What is Training Needs Identification?
Role of Training Needs Assessments
Using the Modern Approach to Evaluating Training Effectiveness
The Kirk Patrick Model (The 4 Levels of Training Evaluation)
Why Is Effective Training Important?
Effectiveness of training and development on employee performance
How to ascertain the cost-effectiveness of training programs?
How Mercer| Mettl Can Help?
Innovation in the market, given its intensely competitive nature, is a continual phenomenon. It is one of the reasons that catalyze changes in an organization’s aims and objectives. It necessitates re-calibrating employees’ skills in terms of the competencies aligned with the business objectives. Organizations undertake it by providing training to their employees. Continual focus on learning and development enables new employees to understand the means of leveling up to the company’s expectations and offers existing employees the opportunity to expand their knowledge base.
While training is seen as an expense and not an investment, learning and upgrading employees’ skills makes business sense. It is a continuous process starting from day one. The real issue in this rapidly growing economy should be how companies provide training to their employees and whether they are significant enough to impact employee growth and meet the business objectives.
When training programs are implemented in the company, enhanced employee performance and business productivity are naturally expected. But how can one know the effectiveness of a training program? Did employees grasp what they were expected to learn? Did they get the most out of the new knowledge at work? Did they achieve the objectives? And was the training initiative worth the organization’s investment? The answers to these questions will depend on the assessment of learning outcomes. In a nutshell, training courses are designed to impart new skills, but their efficacy requires systematically evaluating the training effectiveness.
Training effectiveness measures the extent to which employee performance improves by learning; for example, how learning initiatives enable teams to enhance their sales and communication skills, maximize their productivity, or achieve a business goal. The most commonly used approach to evaluating training effectiveness is the Kirkpatrick Model. Organizations use the model to assess a training program and its relevance in business.
Training effectiveness is the evaluation determining how training impacts the trainee’s knowledge, skills and behavior. It measures the extent to which training enhances trainee’s performance, such as how your employees improved their sales and soft skills, maximized their productivity, or achieved business objectives. Training effectiveness is also calculated in terms of a positive ROI (return on financial investment). The ROI metric is helpful at the end of the evaluation process and considers the learning outcomes in measurable terms against the employer’s training investments. Evaluating the effectiveness of training programs through scientifically validated techniques is called training effectiveness measurement. For training effectiveness evaluation, start by identifying why, who, and what of training, followed by the given training.
There are numerous ways to measure training effectiveness effectively. These methods become a critical source for receiving feedback and information about the implemented training program’s usefulness, including parts that are not useful. These ways can help management address any skill gaps with suitable training programs, enabling them to implement the best training methods for employees.
Training effectiveness evaluation doesn’t compulsorily require organizations, large or small, to invest significant sums and time. Excellent results can be achieved with careful planning and forethought. Both business goals and training goals should be aligned to obtain the desired results. For instance, an inbound call center targets efficiently answering sixteen percent more customer queries than the previous year. Then the aligned training objectives include each representative enrolling in an online course on using advanced call-center software.
Employee training metrics may include qualitative data (learner feedback on whether the training added value to their job) and quantitative data (quiz score and completion rates). Which objectives and metrics to use is predominantly the organization’s prerogative. The optimal way to achieve success and track learning progress varies with each enterprise’s training program requirements and characteristics.
Given below are some commonly available tools used in the process:
The training impact can be measured in three stages: Before, during and post-training. Before the commencement of the training, baseline data should be collected for each metric that needed to be measured. During the training, a feedback loop can help understand learners’ progress. A post-training assessment should be conducted to evaluate what information is being retained and whether it would have the desired effect.
Although there are various ways to evaluate training effectiveness, each method has its characteristics and benefits. Employee surveys, one-to-one discussions, official certification exams, case studies, and post-training quizzes are commonly used tools to measure training effectiveness. Companies can assess the success of training programs by collecting more data on employee learning outcomes.
The term ‘training program’ is often welcomed in the board rooms. The goal of these training courses—and most such programs—is to enhance execution and results. However, the way training is provided varies among organizations with differences in targets, products and employees. 68% of workers claim that training and development are the most crucial company policies.
The first step in training employees is identifying the audience and the specific nature of their training. Most companies consider only the job role and create a one-for-all assessment based on the job role.
The training is imparted, after the identification, using specific methods, such as lectures (online and offline), group activities such as role-plays and group discussions or films and videos.
The last but the most decisive step is to measure the effectiveness of the training programs – which most companies either refrain from or follow some ineffective ways that include merely recording the reaction of trainees or something on similar lines which has negligible effectiveness.
The above ways of identification are not all in sync with business objectives. It is squandering time and resources, for you do not know if the audience in attendance is the same as the targeted one. Also, you are unaware of suitable content. Also, these ways cannot ensure whether the program is useful enough to engage employees. A better training effectiveness strategy measures the ROI of the company’s investment.
These steps have become a part of traditional approaches and do not have much impact on employees.
The total loss to a business from inadequate training is nearly US$13.5M per year per 1000 employees.
Either you train your employees with the most effective training programs or go with the flow. There is no point in investing in something that cannot guarantee success.
Millennials are more socially and globally connected than any prior generation. And they don’t question; they learn.
Whether it’s a big corporation or a budding startup, none can ignore employees’ training and development needs. However, there is no ‘one-size-fits-all’ approach to choose a training program. Depending on the business objectives, aligned competencies, and numerous other factors, specific parameters on which training needs effectiveness can be identified.
Unlike traditional training methods, the structuring of a training program should begin from the first step, i.e., identifying the 3Ws: Why train, who to train, and what to train for. Let us consider a product-based company, ABC, which creates a wide range of products. Unfortunately, the company is lagging in one particular area. However, the committee found out that its sales team wasn’t working as expected, requiring its workforce to undergo training. Not all employees needed the same training. Therefore, an assessment based on the competencies aligned with the organization could suffice the need of managers and give them an idea of:
Everyone is not perfect. Most employees have some weak points or dark areas in their work skills, for which they need to be trained. The assessments could inform about the need for training, for they reflect deficiencies and competencies which need to be worked upon.
Not all employees need to be trained. Neither do all employees need the same level of training. The assessments generate a full-fledged report of employees who need training.
What to Train On?
A person with sufficient product knowledge and inadequate presentation skills cannot suffice an organization’s needs. The managers should have a clear idea of what the training should comprise and which competencies are particularly needed.
Assessments are enough to provide clarity on which employees need training, in which particular areas. To find out the 3Ws, some of the tools that companies ABC should use are-
Assessment & Development Centers (AC/DC) – Rafting, sailing, rope climbing – don’t be shocked! These are some of the adventure training practiced by companies to assess competencies that are majorly focused on who you are and not what you can do. Setting up these centers is not a mean feat.
The median cost of setting up and running an assessment center is somewhere between US$300 and US$5,000 (prices may be subject to variations) for every candidate invited for participation. This includes choosing credible and qualified members for the assessors’ panel, designing exercises, activities and other off-site expenses. Also, there are no detailed reports of the participants’ performance. .
Setting up an AC/DC is an effective way to identify the training needs, yet an alternate blended approach could better suffice.
Virtual Assessment/Development Centers – VAC is an automated online version of assessment centers provided by companies such as Mettl. It is an approach to selection or professional development based on competencies expected for a concerned role. It gives a detailed and holistic report by assessing the candidate in various aspects and evaluating their fitment or current proficiency.
The Training Effectiveness Measurement/Evaluation Process considers:
Advantages: It is entirely virtual, convenient and hassle-free. There is no unique setup required other than computers and internet connectivity. The assessments’ content can be customized based on the organization’s competency framework, target audience and context.  Most importantly, it is cost-effective and provides completely automated results.
However, there can be cases where VAC’s alone does not work. The organization could adopt a blended approach where offline activities via assessors could produce the required results in conjunction with the online assessment.
Another approach for Training Need Identification is via theory tests, which has an alternative discussed below.
Theory Tests:Some organizations still believe in taking theoretical assessments when training their employees. As human beings, we learn more viably through experiential techniques and are energized by associating with one another. We are social beings and not intended to be stuck at work areas taking notes.
There is a better alternative to theoretical tests which could have a more significant impact:
Customized Assessments: Most organizational stakeholders believe that a highly customized test that is entirely company-oriented is a viable solution to their assessment needs. In this digital world, everyone prefers online assessments to one involving pen-and-paper.
These are comprehensive and objective assessments that provide insight into the employee’s work-oriented personality. These assessments are designed according to different job roles. They aim to help candidates leverage their strengths and address their areas of development. Moreover, these assessments are easy to administer. The results are not observer biased, being quantitative and objective.
Compared to companies that don’t, companies that invest in employee training enjoy a 24% higher profit margin.
A situation may occur where ABC Company is unsure about the effectiveness of training programs. Let’s discuss training effectiveness.
Talking about the ABC Company, if it arranges training and development programs, it might know the necessity of evaluating training effectiveness and its ROI. Ultimately, nobody wants to spend valuable resources on training that does not provide better returns.
What is the training impact on employees?
Was the training helpful in helping participants increase practical learning and aptitudes?
Could the learners apply what they learned and enhance their performance at work?
First, an assessment is taken, which reports each participant’s proficiency across critical competencies- a specific set of competencies required to succeed at a workplace across different job roles. These reports are necessary, for we cannot go ahead until the correct match between the candidate to be trained and competency to be worked upon has been found.
Let’s say there is a company experienced enough to identify the training needs. In simple words, it not only understands which employees require training but in what, precisely. Some companies have a better solution for these cases. The method involved in such companies would include a pre-assessment that could predict an employee’s actual standing as per the competencies aligned to the business objectives.
Once the 3Ws and employee proficiency in critical competencies have been found, the next step is the training, which can be done in various ways. It could either be a classroom or instructor-led training or include interactive methods, such as quizzes, case studies, group discussions or some Q and A sessions. This program could also include such online events as video-conferencing, audio-conferencing, webinars or distance learning programs.
3. Post-Assessment – How to Measure Training Effectiveness?
The training is followed by measuring its effectiveness. Fortunately, some proven methodologies for measuring training effectiveness already exist. One can successfully measure training effectiveness using the Kirk-Patrick Model.
This level measures how learners have responded to the training, including the critical aspects of the activity – utilizing reviews, questionnaires, or talking to participants to get honest feedback on the training experience.
This process could include:
Finding out if the course content was easy and relevant
Discussing the program’s strengths and weaknesses
Know if the program was successful in matching the learner’s perception and learning style
At the end of this level, you should look for any gaps in the content.
You can measure what the trainees have learned and how much knowledge they have gained at this level. This step could include:
After going through these metrics, assessment is done again (obviously with an enhanced set of questionnaires) after three months. This method could also fill the gaps and let the trainees know about themselves better, thus influencing the training effectiveness.
This level indicates how trainees apply the information and how it has impacted their performance and attitude. It takes 360-degree feedback from supervisors, peers, and reporters. This includes:
Are the trainees sure to share their new abilities and learnings with their companions?
The last level comes down to the ‘why’ part of the training. It captures the difference in the participant’s behavior before and after the program. It includes outcomes that the organization has determined to be good for business and employees. The learning outcomes may suggest:
Training is all about improving performances, be it, an individual or group, thus influencing the organization’s overall performance. Each consecutive level is a more accurate measurement than the prior one. In this way, ABC Company conducted training programs and even measured its success and its impact on employees.
For a more in-depth coverage on the Kirkpatrick Model, you might want to read this blog: The Kirkpatrick Model of Training Evaluation: A Beginner’s Guide
3 Crucial Reasons to Evaluate Training Effectiveness
Training effectiveness is essentially a measure of the degree to which training impacts the trainee’s efficiency, skills, knowledge, and the organization’s goals. The objective and relevance of training should be identified before the commencement of the event as it helps measure goals accurately and clearly. For example, the trainee’s existing level of skills to be trained on, sales figures, and feeling among trainees might be analyzed before the program starts, and then once again post-training. This way, it helps define the effectiveness of the training provided and prompts the organization to either continue with the same approach or make changes as per needs.
There are a host of reasons why companies mainly prioritize assessing the effectiveness of training:
1. What’s in it for employees!
What justifies the effectiveness of training is the way it facilitates advantages to trainees in terms of improving their skills and efficiency. Furthermore, it clarifies what they have achieved so far and suggests a course of action to get them to the next level. In the learning and development (L&D) sphere, feedback and motivation are of utmost essence. Encouragement provides a sense of comfort to employees, reinforcing their commitment to training to do better than earlier.
Without evaluating the effectiveness of training programs, employees might find it hard to see purpose in their learning at work. Measurement of training effectiveness is crucial for letting employees know what the company’s market standing is and what its objectives are, along with the skills required to fulfill those goals. Managers and employees can work in unison to discuss training effectiveness and its results, enabling employees to feel aligned with the organization’s broader vision.
2. To determine the ROI of training and impact on organizational performance
All training programs are aimed at enhancing business performance and focusing on return on investment (ROI). Variations in sales, profits, and productivity are noticeable, trackable and measurable, and senior managers would like to anticipate an increase in all the above. It stands to reason that companies that ardently invest in training initiatives are better positioned than their counterparts, provided that the training is highly relevant to its audience and is thoroughly monitored and measured.
For instance, it might seem puzzling to decide whether one can attribute a rise in sales to the given training, or if it is due to some other reasons, like a marketing strategy or a sudden economic change. For this reason, keeping a tab on metrics of training effectiveness (such as behavioral change and learning transfer) since the launch of the program is of paramount importance.
3. Identify and rectify training loopholes
Investing time and valuable resources into training programs alone won’t do it; it’s equally important to assess whether training initiatives are effective or not. Each training program is unique to each business, with its long-term goals. Therefore, defining training objectives, in the beginning, is critical. If failing to do so, the results achieved could be meaningless because they are not well-targeted.
Once the right approach to training and desired objectives are figured out, assessing the effectiveness of training will enable strategists to determine whether they are on the right track or if revisions are required. An effective training program bodes well with every corporate ladder rung and is easily implementable, from senior leaders to managers and new joiners. This way, company goals and individual goals are perfectly aligned with each other. And if there are no significant results post-training interventions, one should take all the possible reasons into accounts as to why it did not work and then make suitable adjustments.
Training is essential because it paves ways for employers to enhance their knowledge and job skills, increasing their work efficiency. Despite the training costs involved, employers can expect significant ROI if they provide a consistent training level for employees.
Given below are some reasons that demonstrate the importance of training for employees:
Enhances employees’ skill sets
Training programs help enhance employees’ skills, making them ready to face new challenges head-on in the industry.  Substantial improvements will also be seen in the productivity of employees. Moreover, workers can also learn human relations, work ethics and productivity-enhancing techniques through effective training programs.
Addresses the need for improvement
During performance appraisals, managers may suggest the need for progress on a specific skill or subject. That’s where training programs can come in handy and be organized to identify critical areas of improvement for employees and work toward a solution.
Training programs can equip employees with the required skills and knowledge to assume new roles and responsibilities in an organization. These programs help them prepare for functioning effectively in their new positions.
Makes employee feel appreciated and valued
Implementing training processes in the workplace will give employees a sense of satisfaction that the employer understands their training needs. By offering learning initiatives to employees, they will improve over time and feel valued like other productive members of the company. This positive perception will only enhance their performance and morale in the organization.
Employee training programs also include enhancing employees’ IT and computer skills, such as software systems usage. Organizations can leverage such programs to make employees familiar with such tools as spreadsheets, graphs, database editors and even help them understand network arrangements, thus expanding their learning horizon.
Training and development can positively impact employees’ performance because the more skilled they become, the better they can complete their work more efficiently. Training events help employees enhance their knowledge base and improve their work productivity. Even though the company will bear training expenses, it will be beneficial in the long run. The ROI determined from the training impact can be substantial as employees can incorporate their learnings to stay on top of the latest technology trends and serve their customers well.
Listed below are some reasons why training is crucial for companies:
Employees can perform better with the help of training and development sessions, enabling them to become more skilled and efficient at work than before. Training can enhance the quality of work they produce, consequently leading to less wastage of organization’s time and resources. With a subsequent increase in productivity, employees can work to the best of their capacity and require significantly less supervision.
Helps overcome shortcomings
There are some specific areas where employees lag in their job. A well-planned training plan enables them to improve on those areas that need improvement, helping them get better over time. As the workforce skills in the organization improve, the removal of weak links from the company becomes feasible. Employees can leverage their experiences from the training to become better at multitasking and less reliant on others to get tasks done.
Increased job contentment
The sense of empowerment experienced by employees after training is profound, for it makes them motivated and much more aligned with the company’s vision and goals. They gain rich knowledge that helps them perform their duties with utmost ease.
Training and development involve improving learning retention across the team, which can help employees learn quickly and minimize error rates. Consequently, organizations can witness a productive work culture and increased employee motivation after creating and deploying the right training program.
Listed below are some steps one can take to ascertain the effectiveness of training programs in terms of ROI:
Before starting a training program, one should deliberate on the needs that training aims to fulfill within the organization. It would be better to align the training with KPIs or other metrics.
Identify desired training outcomes and ascribe a value to those. The more quantifiable your results are, the better it will be to measure the training impact. For example, if you intend to reduce the turnover rate by 10 percent via a training program, you can compare the turnover rate before and after the training.
Include qualitative results
While performing the cost-return analysis of training programs, you should include qualitative results in your analysis. Providing on-the-job training to employees can help them advance in their career within the organization, significantly fostering employee engagement. Similarly, it works wonder for employee morale because employees’ aspirations to reach higher positions motivate them to work harder and stay longer in a company. Consider all the qualitative benefits that come along with the training intervention.
Consider the cost as well
Training expenses are not just limited to one expense, but take multiple costs into account, such as trainer’s cost, seminar fees, indirect costs of trainees participating in seminars instead of working, etc.
Integrate with an HRMS
The HRMS is a viable option to assess the ROI of training, for it can be used to collect all the metrics that are crucial for ROI assessment. A positive ROI means that the profits achieved are more than the expenses incurred.
Mercer| Mettl brings you efficient and precise tools for evaluating training effectiveness. Now, training effectiveness assessment is incredibly easy with our custom-made assessments. These simple, reliable assessments will help you understand the training lifecycle to evaluate training effectiveness. When decoding the training life cycle, four steps are involved: identifying training needs, administering pre-training assessments, training, and post-training assessments. Our helpful tools will enable you to measure the ROI of your training program. These have been divided into two segments: Mercer | Mettl’s Pre and Post-Assessment Framework.
Mettl’s Pre-Training Assessments are customized for a specific competency framework for the training. These assessments, administered before training, measure the current proficiency level in the desired competencies.
Mettl’s post-training assessment framework is designed based on the Kirk Patrick 4 level training evaluation model, the worldwide standard for evaluating training effectiveness. Our efficient training effectiveness assessment framework will help you assess training effectiveness accurately. You can also sign up for a free demo here and have one of our experts help you find the best solution.
Understand the roadblock in the training program you offer to your employees. When training lines up with the business and a characterized feedback system for every partner, it helps you meet your business objectives with a more logical approach. Employees at all levels comprehend expectations, operationalize vision and values, and perceive what precisely is essential to succeed.
Get the answers to some of the most commonly asked questions about measuring the training effectiveness:
How effective are training and development initiatives?
Training and development programs enable employees to improve their knowledge base and maximize their productivity and efficiency. While companies bear the cost of training, it is a worthwhile investment. The return on investment from training and development initiatives can be leveraged by businesses to create a future-ready workforce and serve their customers much better. Here’s why implementing training programs is crucial for companies:
Enhanced productivity: Training initiatives can help employees enhance their performance because their skill level increases with time, helping them complete their work faster.
Overcoming weaknesses: The key areas of employee development can help employees identify their strengths and weaknesses. A training program enables employees to recognize and accept their flaws and turn them into strengths.
Improved employee satisfaction: Training can increase employees’ satisfaction levels and make them feel more valued at work. Their knowledge will motivate them to perform their duties with great enthusiasm and efficiency.
Enhanced employee learning: Learning plays a pivotal role in shaping an employee’s confidence and encouraging them to minimize errors while working. Employees who try learning through trials and errors undergo a time-taking process that negatively impacts their productivity. Hence, training and development programs help boost employee morale and create a positive work culture.
What is the training effectiveness evaluation?
Evaluating training effectiveness is not as easy as it seems. Some questions cause concern, such as should you base the assessment on how well trainees retain what they’ve been taught or how well they implement what they’ve learned. What would be your approach in either case?  Would it be easy to measure the ROI of training?
Luckily, we don’t have to grapple with these questions. Professor Donald Kirkpatrick’s training effectiveness model includes four levels of training evaluation that addresses these questions:
Reaction: what trainees think and feel about the training in progress
Learning: how well trainees remembered the knowledge provided by the training
Behavior: how well they implement the absorbed understanding in their application
Results: what substantial impact the training has had on the learners
What is the training effectiveness index?
The effectiveness of multiple aspects of training programs can be assessed on a five-point continuum, varying from very high to very low effectiveness via this formula.
This is the formula for calculating the TEI= TS obtained by participants/ Maximum possible score X 100
TEI = Training Effectiveness Index; TS = Training score
What three methods can be used to evaluate training effectiveness?
The Kirkpatrick four levels of evaluations are Reaction, Learning, Behavior and Outcome.
What does the 70-20-10 rule mean?
Robert A. Eichinger, Morgan McCall and Michael M. Lombardo created the popular 70-20-10 model for learning and development purposes. It states that professionals acquire seventy percent of their knowledge from professional experiences, twenty percent from communicating with others and ten percent from formal educational events.
Training is a strategic process of improving professionals’ skills and competencies to excel in their current roles. The primary purpose of the training is to enable organizations to achieve their objectives by empowering the employees.
What are the objectives of training and development in an organization?
Providing essential task-related knowledge to the teams
Enhancing learning, skill systematically
Supporting employee career advancement
Ensuring best practices for equipment handling
How is the training impact measured?
Measuring training impact quantitatively and systematically is possible through the standard formula for calculating training ROI (in percentage) = (Monetary benefits – Training Costs)/Training Costs x 100. One must consider the cost and results for analyzing the training impact.
Why is the evaluation of training effectiveness necessary?
Measuring training effectiveness can be perceived as a process of ascertaining a substantial difference, evident in skills, knowledge, job performance, training costs, and the quality of the training needed. The primary idea behind evaluating training effectiveness is to ensure whether the activity helps employers accomplish their particular objectives.
What does a training plan outline?
A training plan summarizes the goals, strategy, needs, and topics to address when imparting training to the participants on an information system.
How do you ensure training delivery is successful?
Asking these below given questions will help you introspect and retrieve good training results:
Was training conducted as expected, timely and to the right audience?
Which training methods suited best to which participant groups?
Which training methods did not work with which topics?
Were there any impediments to the session?
Did the trainer succeed in engaging the target audience and delivering essential information?
In what way did the training impact employee performance?
Did the training comply with legal and regulatory requirements?
Were the desired goals met? If not, what could be the reason?
These questions can unlock lots of useful information to gather; to that end, many training impact assessment tools and methods are available for the same.
Training effectiveness measurement or evaluation aims at obtaining crucial information on the impact created by a training program. It forms the core of a training event and makes it possible to contemplate, analyze, and work towards enhancing the effectiveness of any training event.
Why should one evaluate post-training effectiveness?
Post-training measurement is believed to be an essential part of any training program. It enables stakeholders to understand what is working and what is not and allows trainees to express their views on the training course. Moreover, it offers insights into the training program from the trainee’s viewpoint.
What is a training effectiveness evaluation form?
A training effectiveness evaluation form is a tool used by HR professionals and managers to determine if the training imparted was helpful to the employees. This tool is used to assess training modules and instructor effectiveness during the training event.
Measuring Training Effectiveness is Easy With Our Custom-Made Assessments
Originally published December 24 2018, Updated August 19 2021
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