Training Metrics—Where to Start

Training measurement answers the questions of “Did they use it?” and “Is it making a difference?”

Done right, it provides the data and accountability required for true behavior and performance change.

Let’s assume that you are already convinced of the value of measuring the effectiveness of the training you provide and that you already track the simple stuff like training cost, instructor performance, and end-user satisfaction. What are some other factors of training measurement that, depending on the business goal of the development program, could show quantitatively just how much of an impact your training has had and what you should do next?

Here are a few easy examples:

1. Improved sales are typically tracked by increases in revenue, margin, win rate, portfolio mix, deal size, and sales cycle.
   

2. Employee productivity is typically linked to employee attraction, development, performance, engagement and retention.
   

3. Increased customer performance is typically measured by customer acquisition, loyalty, growth, and satisfaction.
   

Measure before and after training and use the metric that will address the specific problem you set out to solve.

Learn more at: http://www.lsaglobal.com/training-measurement/