Measuring Training Value

Some cultures highly value personal growth since it leads to increased personal wealth. Learning and training are crucial even in our more saturated world, which is frequently free and easy to obtain knowledge. Nonetheless, learning investments always compete with other organizational priorities. To assist our community, we have attempted to summarize why such investments make sense and how to assess them. For instance, why and how can we ensure that we measure training value? Let’s get started!

Why is measuring training value significant?

Monitor the development of learning strategies

To create a learning plan, you must first determine what value you want to achieve and then measure that value regularly. You can do this by comparing different training methodologies or simply measuring the business impact. This tactic ensures that companies use resources like time, people, and money efficiently and effectively. You will also understand if your learning strategy is on track.

Data supports learner emphasis

Personalization is becoming increasingly critical to create meaningful learning experiences, as learners have varying historical pre-knowledge, skill proficiency, and learning method preferences. As a result, we’ll constantly require information about the learners and their environment and information about the learning process and the learning outcome.

Learning is continuously becoming better

The constant improvement of learning material, methodologies, and procedures is another reason to consider the importance of learning. As a result, it’s critical to keep track of the value to adjust and develop.

Numbers matter

Numbers are essential to management and other stakeholders. Another reason to consider the worth of learning is to enlighten and persuade them.

This approach aligns with the findings from recent research on the drivers of learning measurement: 77 percent of respondents cited improvement of training programs. In comparison, 67 percent mentioned better alignment of learning to organizational performance. 53 percent cited individual development.

Let’s look at the usefulness of learning and training assessment now that we’ve looked at the reasons for dealing with the topic.

Measuring Training Value –Getting it right

In L&D, evaluating the impact of learning is a top priority. It is the primary objective of L&D leaders before improving learner engagement or enabling self-directed learning. Most L&D professionals utilize qualitative feedback from employees, the number of online courses completed, the number of employees learning online, satisfaction, or qualitative feedback regarding behavior change as methods of measurement.

Of course, the findings are always contingent on your questions, but it’s a solid indicator of present habits.

The practice of measuring training value has a long history. It is based on social science, pedagogy, and instructional design, and consulting firms in the sector also push it. Because training aims to develop skills, knowledge, attitudes, behavior, and other internal human elements, you cannot quantify it easily. You must consider several techniques.

Kirk Patrick’s Model

Kirk Patrick’s is an older model. Thus, you must consider modern trends before deploying the framework. Organizations, nonetheless, frequently utilize it as a broad structure. The four levels define what learning is and how one can measure it.

Reaction: Participants’ reactions to the training, including how enjoyable, engaging, and relevant it is to their professions. Most of the time, companies measure these through satisfaction surveys after learning. These surveys are typically conducted in a classroom or through an e learning platform.

Learning: The extent to which participants gain the desired information, skills, attitude, confidence, and commitment from their training participation. Frequent assessment tools include knowledge tests and hands-on performance simulations.

Behavior: When participants return to work, they must demonstrate that they have applied what they learned during training. Other peers such as managers or team members frequently assess and observe these elements. Self-assessment surveys, following training sessions at a pre-determined time, are another example.

Results: The extent to which the training, support, and accountably deliver the desired outcomes. This could be any KPI the learning is attempting to influence, such as error rates, sales income, time saved, and cost saved.

Phillips ROI Model

As compared to Kirkpatrick’s Model, Phillips ROI contains two extra levels: the initial level of data, often known as the input, which includes things like the number of hours worked, the number of individuals trained, and the amount of money spent. The ROI (Return on Investment) level, which measures economic outputs, is the second level.

This model also includes a process proposal that uses an empiric, evidence-based approach to measurement in addition to these levels. You collect data on several levels after organizing the evaluation and creating KPIs. You try to transform the data to monetary values and compute an ROI in data analysis. The easiest way to isolate the effect is to compare those who receive training to those who do not; a random assignment is also a good alternative.

Learning Analytics

Teaching and developing skills, knowledge, and competencies is a core mission of L&D teams worldwide. Learning analytics has emerged as a concept and practice in corporate training. It can be described as socio-technological approaches that analyze and show statistical data from learner behaviors and their context in learning environments. Modeling, supporting and optimizing teaching-learning processes and learning environments is the end goal.

Learning analytics plays a crucial role in differentiating between summative, formative, and predictive approaches. There are additionally different KPIs to measure and analyze each level — something that L&D practitioners can use for the best results.

Rounding it up

We can see that there are numerous advantages to learning and personal development. Some are more qualitative, while others may be measured. We observed that different techniques for calculating values exist. So how does one extract the most value out of L&D?

Focus on decision support instead of justification and move from reporting inputs to analytics around processes and outcomes. Again, automate simple reporting and look at your ROI. Finally, measure impact via KPIs in an agile world since data points always need to be part of learning projects. Did you find our helpful summary? Let us know in the comments below!

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