Training Metrics for Managers

Overview of the Session

• Discussing metrics useful for managers to make decisions at the workplace.
• Focus on:
  • Outcome of training
  • Evaluation of training

Outcome of Training

• Identify Training Metrics:

  • Track the number of trainings conducted department-wise and job category-wise.
  • Categorize into Functional and Behavioral trainings.

• Employee Focus Time:

  • Monitor the number of hours employees spend learning.
  • Ensure training does not negatively impact focus time on current job responsibilities.

• New vs. Stopped Training:

  • Maintain a list of new trainings initiated and those that are discontinued.

• Learning Outcome:

  • Each training program should have a clear aim (e.g. motor skills, attitude change, cognitive strategies).
  • Analyze skills imparted through different trainings.
  • Adjust future training programs based on skill demand.

• Performance Improvement:

  • Measure percentage of goal achievement pre- and post-training.
  • Example: If goal achievement moves from 80% to 90%, training is effective.

• Customer Complaints:

  • Reduction in customer complaints and increase in appreciation can indicate training effectiveness.

• Employee Engagement:

  • Develop an engagement index based on specific statements rated on a scale.
  • Compare engagement levels before and after training.

• Employee Reaction:

  • Measure trainee satisfaction to evaluate training program success.

Post-Training Metrics to Record

• Promotion Rate:

  • Percentage of employees promoted within one year post-training.

• Performance Ratings:

  • Monitor the percentage of employees whose performance ratings have improved.

• Employee Turnover:

  • Track the number of employees leaving the organization after training.

Evaluating Training Effectiveness

• Four Parameters of Evaluation:

  1. Business Results:
     • Assess improvements in business outcomes, e.g., project completion on time.
  2. Behavior:
     • Evaluate changes in employee behavior post-training.
  3. Learning:
     • Determine if employees have learned the intended skills.
  4. Employee Reaction:
     • Gather satisfaction levels from training participants.

• Employee Reaction Scale:

  • Use a 1 to 7 scale for participant feedback on various training aspects.
  • Analyze mean values to identify strengths and weaknesses in training.

• Learning Assessment:

  • Use situational questions to gauge employees' confidence in applying learned skills.

• Behavioral Skills Evaluation:

  • Assess specific behaviors like decisiveness using surveys to determine training impact.

Analysis and Comparison

• Compare training effectiveness based on:
  • Age, department, job category, and training types (online vs offline).

Conclusion

• Four key parameters to evaluate training: Business Outcomes, Learning, Behavior, Employee Reaction.
• Employee reaction is the most common evaluation method.
• Consider calculating ROI for training investments.