Learning and training metrics are a form of evaluation which looks to quantify if any learning is proving effective. They help measure whether training is achieving tangible results and there is a return on investment (ROI) in the education provided. They are also a means of looking for improvements in training content and help establish training models that have proven success and can be delivered repeatedly.
This article will provide a brief overview on how to measure the effectiveness of learning and understanding learning and development metrics and analysis.
How do you measure effectiveness of learning?
The fundamental basis for measuring the effectiveness of any learning is to first understand what the desired outcomes and objectives of the particular learning are. This requires organisations to understand their overall strategic objectives and establish how training can help achieve these. This may mean identifying any weaknesses or gaps in the knowledge base of a workforce and seek to implement learning and development programs that remedy and improve this.
There are then two broad areas where the effectiveness of learning can be measured – learner outcome and process measures. Learner outcome is quantifying success for the individual in fulfilling wider objectives - for example does it lead to increased sales or higher standards of customer service. Process measures will monitor the specific training structure, looking at areas such as hours of training completed, trainer satisfaction and participant engagement.
Within this overview, specific learning and training metrics can be utilised to try and achieve required outcomes.
Understanding learning and development metrics and analytics
There are many recognised learning metrics and methods of evaluating training, but underpinning all are some simple areas of measurement:
- Pass or fail rate in relation to any test, quiz or assessment involved.
- Scoring system of any assessment.
- Training experience satisfaction through a survey or feedback from participants.
- Training completion rate – the amount of learners actually finishing a course.
- Post Training Performance - identifying how effective training was in improving the learner’s workplace performance.
- Return on Investment (ROI) - is the investment in training offering value in terms of achieving overall strategic objectives.
These are the core elements in establishing a strategy or system of metrics for analysing the effectiveness of learning and development.