Needs analysis and the training based on these needs are at the core of any organization’s learning and development strategies. While so much goes into understanding the need of the hour for the employee and development of the training content, unfortunately, the same cannot be said when it comes to understanding the impact of the employee training program.
As per daily employee tracking data in the U.S by Gallup, less than one-third of the employees feel that they are involved in and committed to their jobs and workplaces. Thus arises the need for better engagement and training programs.
Employee training programs help organizations meet various objectives. Boosting employee engagement through skill enhancement and shutting the door on employee attrition are key focus areas. Thus Corporates tend to invest good when it comes to engaging corporate training companies or building learning management system. So it is crucial to have a reliable rubric and keep a check on the effectiveness of training programs.
Several methodologies exist to measure the deep impact of a training program. Kirkpatrick Evaluation Model is often utilized to evaluate training programs. As seen in the illustration below it has a 4 level measurement system.
Kirkpatrick’s Evaluation Model
In this model, Level 1 measures the relevance and the feedback of the participants. Level 2 focuses on skills gained by the employee using various tools such as test scores and application of the skills in projects. Level 3 uses self-assessment forms and informal feedback to decipher the employee performance and attitude post training at the workplace. Level 4 aims to measure profitability to the company in terms of improved functioning, reduced cost and increased sales amongst others.
This model can be time consuming and expensive to implement. However it’s not imperative that you measure everything, let us understand what to measure so as to make a confident decision that your organization has invested in a training program that adds value.
What to Measure?
There are multiple ways to measure the impact of employee training, to check whether it’s just scratching the surface or hitting the bullseye. There are a number of areas which can be measured. Asking the right questions helps us understand the impact area.
- Is it adding to the employees’ skill and expertise?
- Does it have a positive impact on our systems and processes?
- Is there a rise in racial sensitivity and ethical behavior among the employees?
- Has the bottom line of the company improved?
Answering these questions can shed light on the true impact of your corporate training programs.
Any training program needs to be effective in transferring knowledge to the employees. A focused training program helps the employee build a skill that helps them grow in their professional sphere and contribute to the organization.
A learning management system can be an amazing resource in terms of being able to measure the effectiveness of any training program. Through this system the company can use tests, surveys and quizzes to evaluate the understanding of the employee and thus the impact of the training.
Process and Operational Impact
Another important area to measure would be the impact on workflow and the operational efficiency of the company. Baseline comparison of existing workflow versus improvements to them post the training would help identify a positive change in the system. Employee performance metrics can throw up qualitative as well as quantitative indications. For example, the data of the number of positive customer feedbacks received per day prior to the training versus after the training.
Statistics play their role but nothing beats being out there on the floor and observing the employees as they go about their daily tasks which could be customer interaction or production work etc. You can get to see first-hand if best practices from the training are being implemented on the ground.
By observing your employees you would be able to say which best practices are more being utilized. Interacting with employee can reveal if some practices are indeed best practices and if they need to be pruned out or altered to the current scenario. Thus corporate training companies can in this way enhance the training material using the employee feedback.
With the internet shrinking the global workplace to virtual desk space, cultural sensitivity and ethical behavior are the need of the day. Onboarding new hires or even existing employees with this information calls for the need to check its effectiveness.
Checking on employee interactions and getting an insight into the rhythm and energy of the workplace can take time and effort. An employee questionnaire or feedback on the training can help understand the importance of the training. Another lesser taken route would be to understand the rise or fall in HR complaints or escalations.
Tracking Employee Satisfaction
Something the employee look forward to is to learn new things that they can showcase on their portfolios as a skill of value. A well-equipped and trained employee is a happy employee and checking whether your training is having a positive impact on him is important. Employee satisfaction is one of the most overlooked areas when it comes to training. Whether the employee needed the training or did it enhance their skill set are some important feedback to look at. Surveys through learning management systems can help ascertain this and help address crucial issues such as employee churn and dissatisfaction.
Impact on the Revenue
With more companies switching over to LMS and traditional classrooms take a back seat, cost savings are in order for both small and large companies. The growth of the business and the revenue generated is where the real impact of the training lies.
Comparing improvements in employee performance, productivity and workflows with the revenue generated can help identify the impact of your training. The precise impact of the training on the revenue can be difficult to project owing to the many factors that tend to dictate the revenue generation process. Changes that are a direct result of training such as faster customer grievance redressal or improved production rates can be accounted towards improvements that aided the revenue.
In the end, evaluating the deep impact of your training can be complex, it can be described as where art meets science. Tools can help ascertain your employee’s satisfaction and knowledge while observing the employees can help gauge workflow successes and workplace cultural improvements. Increased revenue and reduction of employee attrition are some of the serious indicators of the impact of your training programs.
Author Bio: Swapnil Uchil
Swapnil has 7+ years of experience in e-learning and corporate training. He has expertise in learner-centered pedagogy, skill development and training need analysis. He holds a Bachelor’s degree in Science and believes in the principles of life-long and experiential learning. In leisure, he enjoys trekking and sketching.