{"id":5768,"date":"2018-07-26T09:44:31","date_gmt":"2018-07-26T16:44:31","guid":{"rendered":"https:\/\/www.knowledgecity.com\/blog\/?p=5768"},"modified":"2024-05-14T09:34:06","modified_gmt":"2024-05-14T16:34:06","slug":"metrics-measuring-training-effectiveness","status":"publish","type":"post","link":"https:\/\/www.knowledgecity.com\/blog\/metrics-measuring-training-effectiveness\/","title":{"rendered":"Metrics for Measuring Training Effectiveness"},"content":{"rendered":"

Companies and organizations want to supply the most effective training to provide a measurable return on investment. Just buying programs or contracting with course providers is no guarantee that your employees will have sustainable skills after they complete an e-learning course. In the United States, the average cost to train an employee is $1,195 for approximately 30 hours of learning per year.<\/p>\r\n

\"Illustration<\/a><\/p>\r\n

There is a lot of buzz about metrics when it comes to e-learning, but do you understand what metrics are in relation to your employee training program? Metrics<\/a> are quantifiable measures to track, monitor and assess whether your employees have learned and can apply the knowledge acquired through these e-learning opportunities.<\/p>\r\n

You\u2019ve heard it said that if you don\u2019t know where you\u2019re going, you\u2019ll never get there. That\u2019s why it is critical to have metrics in place whenever you provide e-learning opportunities for your staff. Otherwise, you will just be supplying training that has no relevance or value to employees\u2019 jobs. It is not a good use of time or money.<\/p>\r\n

The tried-and-true Kirkpatrick evaluation method was developed in the 1950\u2019s by University of Wisconsin professor Donald Kirkpatrick. It uses a simple, four-level approach to measure training effectiveness:<\/h5>\r\n
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  1. Reaction \u2013 use employee feedback to determine course relevance and effectiveness<\/li>\r\n
  2. Learning \u2013 measure knowledge and skills gained as a result of the training<\/li>\r\n
  3. Behavior \u2013 understand how the course has impacted learner\u2019s performance and attitudes<\/li>\r\n
  4. Results \u2013 evaluate costs, quality, productivity, sales and morale for improvements<\/li>\r\n<\/ol>\r\n

    A Learning Management System (LMS) needs to go beyond these basic metrics levels. Statistics can give a more targeted, objective picture of the user\u2019s learning process. While fundamental stats such as the number of users and completion rates are still important, it is going beyond surface data to see how effective the LMS courses are and whether they are really making a difference to the organization.<\/p>\r\n

    According to eLearning Industry<\/a>, LMS metrics include activity measures that are standard in the industry and include:<\/h5>\r\n