Training metrics for MEASURING TRAINING SUCCESS
Training Metrics are used to evaluate the effectiveness of your training to determine how it improves employee performance. Measuring the impact of learning solutions allows learning and development (L&D) teams to identify which solutions are working and areas for improvement.
We start with in-depth needs analyses to better understand our clients’ performance challenges and business needs. Then, we design a custom learning solution around a set of specific, pre-defined training metrics.
By focusing on performance and business needs from the start, we help L&D groups to demonstrate the positive impact they have on the business.
CHALLENGES TO MEASURING LEARNING’S IMPACT
Very few learning organizations identify and track training metrics that are tied to business results (i.e. behavior change, and business impact).
Brandon Hall Group’s 2021 Learning Measurement Study found that the greatest challenges for a business organization to measure the impact of learning include:


The AllenComm performance mapping process defines four levels of training metrics to evaluate the success of your learning solution (per Kirkpatrick’s Four Levels of Evaluation):
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Reaction – Gauges overall learner sentiment and satisfaction with the training by measuring engagement, relevancy, confidence level, complexity, and usability (data from surveys, interviews, help desk)
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Learning Outcomes– Evaluates whether the skills or knowledge were learned (data from pre- and post-exam, scored activities)
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Performance Results – Measures observable changes in behavior (operational data or score cards)
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Business Impact – Assesses the impact on the business (increased sales, decreased operational costs)
