4 Trends in the Field of Training Measurement

There seems to be a positive movement these days away from a strictly “numbers approach” to measuring the impact of training. Evaluating workplace learning becomes more and more complex and there are a variety of techniques being tested.

Here are four trends that training measurement experts have observed:

1. Time Delay.  There is greater recognition that changes in behavior are neither immediate nor straightforward. It takes time for new work habits to be formed and there needs to be sufficient support (from managers, team members, incentive systems) for new behaviors to be fully applied on the job. 
2. Systemic View.  The effectiveness of training depends on far more than the effectiveness of the facilitator. You need to factor in the design, content, organizational environment, individual readiness and reinforcement activities.
3. Multiple Tools.  There is a growing use of more effective alternatives to the evaluation sheet style of measurement. Such methods include high/low adoption survey, correlating skill proficiency and behaviors to business metrics, focus groups, observations, and manager reports.
4. Organizational Culture.  There is a greater focus on the softer side of employee performance…engagement and organizational culture. Attitudes, empowerment and values all play a role in shaping performance environments.