Organizations such as business units organize employee training for a variety of reasons, usually with the goal of improving job performance and having a positive impact on the company’s effectiveness. In other words, the training organized to achieve these goals should allow employees to improve their job skills and knowledge. What if the organization trains its employees, but the employees’ performance does not improve in the actual workplace? Is the training ineffective or are there other reasons affecting it? How should an organization evaluate the effectiveness of training?

Companies believe that ineffective training is not worth continuing. Therefore, at the beginning of establishing a training system, a mechanism to evaluate the effectiveness of training needs to be established. The following methods can help you assess whether the training is effective.

Develop Appropriate Evaluation Metrics

The first step in evaluating training effectiveness is to identify the metrics for evaluation. So, how should companies develop the right metrics? For example, sales performance, efficiency of personnel in functional departments, error rate, etc. can be evaluation indicators. Whatever the goal, it should be measurable. However, it is not enough to make the evaluation metrics clear. Enterprises should also fully consider some external factors that will affect these indicators. Taking the indicator of sales performance as an example, sales performance will be affected by factors such as the sales staff’s marketing level, market environment, policy factors, and company strategic guidelines. For example, the company launched promotional activities in this quarter, and sales increased sharply. However, it will be difficult for the company to measure whether it is because of discounts or the results of sales staff training.

Fully understand the training data

If you have an enterprise online training platform, you will find that you can get multi-dimensional data from the management background. These data are collected and analyzed by the system for corporate training from different dimensions, such as which courses employees have learned, learning progress, learning details, recent learning time and other course learning records.

Here is a summary of some training data:

• Check the learning progress of students by group: Display information such as the number of courses completed by all students, overall progress, online duration, etc.;
• Check the learning progress of a single student: Check the learning progress of a single student, the number of learning courses, the duration, etc.;
• Basic statistics: Statistical analysis of learning data, analysis of test data, personal learning, and analysis of performance reports;
• Online learning overview: online learning overview; employee learning overview; online learning details; online class hours report;
• Online learning statistics: Export reports by organization, project, course, individual, lecturer, and employee test scores;
• Data export: support the export of learning records, student information, learning data analysis and export.

System for evaluating job performance

Important to quantifying the effectiveness of employee training is the system for evaluating job performance. For sales staff, it can be some CRM system tools; for network marketers, it can be a marketing tool for recording traffic and visitors; for recruiters, it can be a fully functional recruitment platform. Through these tools, enterprises can have a data base that can be quantified and evaluated to measure the work performance of employees.

Another better way is to compare the scores of the training assessment with the work performance to see whether the employees with high scores in the test have better performance in actual work.

There are many other ways to measure the effectiveness of training.

• Does it save time and money

If your training goal is to save time and money, then you will need to measure whether your training techniques and techniques are working more efficiently, are they actually saving time and money, and are trained employees better at the same tasks? Then, multiply the time saved by the value of that time (ie, the average employee salary) to determine how much this training saved the company.

• Whether to increase sales revenue

Let’s say you offer sales training with the goal of increasing revenue. To calculate this, first figure out the average sales per day for the learners you train. Then, calculate the impact of training on sales numbers by measuring the average sales per person before and after training to determine how much sales increased.

• Whether it has better accuracy and quality

In some enterprises, training is to improve the quality of products. If improving product quality is the goal of training, then reducing the error rate after training is the measure. For example, before the employees have been trained, the assembly workers have an average of 15 product assembly errors per day; after the production process training, the company can evaluate the error rate. In this way, the reduced error rate is the effect of this training course.

Before establishing an internal training program, it is important for companies to determine how to measure training effectiveness, otherwise it will be difficult to develop a training program that can have a positive impact on the company. Analyzing training data through training platforms and evaluating work performance through tools will make it more accurate and convenient to measure the effectiveness of training. Therefore, an integrated enterprise online training system such as Final LMS can more easily provide enterprises with data reports that are easy to collect and analyze, without being confused like traditional training.