Examples of Training Metrics
There are many metrics that can be part of a corporate training metrics model used to evaluate training to upper management. Choose from the following list of possible metrics based on your analysis of the goals of both the training department and upper management.
Participation MetricsThe number of potential participants (based on needs analysis and the definition of the target audience)The number of participantsThe number of new participants (if this is an ongoing training initiative)The number of participants that completed the programThe number of participants that withdrew from the programThe number of participants referred to the program by previous participantsStatistics on the common reasons why potential participants didnt sign up and why participants withdrewEvaluation Metrics
This information is based on the subjective analysis by individual participants which are usually collects as part of training evaluations.
The percentage of participants that found the training to be highly:
RelevantPracticalEngagingUp-to-dateAnd so onPerformance Improvement Metrics
This information is based on the subjective analysis of individual managers, participants or customers which could be collected using post-training surveys, focus groups or interviews.
The number of participants that have:
Applied the learning on the jobFound their stress levels have decreased (feel more confident)The number of managers that found an:Increase in productivity after the trainingIncrease in team morale after the trainingIncrease of staff initiative, confidence and independent problem solving
The number of customers that were surveyed to find an:
Increase in product knowledgeImprovement in the level of service
To gather more objective metrics collect the percentage of:
Decrease in production timeDecrease in wasteDecrease in sick time usedDecrease in injury ratesDecrease in error ratesDecrease in customer service timesDecrease in staff turn-over (dismissals, resignations)Increase in sales (especially if linked to sales of new products after product knowledge training)Increase in staff retention for one, three, five and ten years or moreTraining Design and Delivery Metrics
This information is based on the subjective analysis by participants and typically collected on training evaluations.
Instructor evaluation - the percentage of participants that found the instructor to be rated highly on:
Knowledge of the subjectApproachabilityAlignment with corporate valuesPresentation style
Design evaluation the percentage of participants that found the training to be:
Scheduled to fit with operational constraintsEnough time to gain a comprehensive understanding of the subject
To gather objective data, look at the:
Decrease in cost of training (can break this down to cost per participant or individual training budget line items or categories of costs e.g. audio visual equipment rental, catering, etc.)Increase in accessibility of training by percentage of participation by branch office or regionNumber of sessions offered
Once you have chosen the metrics that you want to include in your metrics model, make sure that you are collecting the data in a data base so that a report can be generated easily. Data can be collected using surveys, evaluation forms, and registration forms. Ideally, these forms will be online and linked to your data base for ease of reporting.
Copyright 2008 Joni Rose of Career Minded Consulting Services. All rights reserved. Any unauthorized use will constitute an infringement of copyright. Please contact Joni Rose for reprint permission.