Investing in the professional development of your employees is not a small ticket item, nor should it be. It’s too important. Spending some cash to show your employees you want to help them become better at their job is something you’ll find in profiles of companies included on “best places to work” lists.
Despite its importance, trainers find it difficult to quantify the impact of a training program. Managers know they need to provide training, so they do it, but it’s often done in a way that’s not ensuring they (and their employees) are getting out of it what they’re putting into it.
At Expand, we’re changing that. Big Data is changing how decisions are made in fields like marketing, so why can’t we use it to inform learning strategies?
eLearning Makes Training Effectiveness Measurable
Training that takes place in a classroom has some measurement challenges. It can be nearly impossible to know how many people quit paying attention and at what point during the training. Sure, you might be able to quiz the audience to assess what they absorbed, but it’s not an indicator of engagement. Some people are good test takers. Furthermore, it doesn’t take real life application into account. Did the learning drive behavioral change? How do you know?
Converting classroom training to digital and mobile platforms creates myriad possibilities for measurement and reporting, empowering managers and training teams to make data-driven decisions that make learning better and produce better results.
We’ve built a reporting framework for clients to measure learning performance. Here is what we monitor:
Roll-up data: Aggregate and study data above the individual level, i.e. by department, retail store, division, business unit - however you group your employees. Look for commonalities and disparities between groups, then investigate why they exist.
Training Completions: What percentage of your users have completed the learning? You can use this information to send reminders to those not completing learning as they should. It also sends a message about the subject matter of your training or how it’s presented. If completion rates are particularly low, it’s possible your audience isn’t seeing the value of the learning.
Training Abandonment: Monitor how many of your participants are completing some, most or all of your training. If there’s a large drop-off at a certain point, there’s a problem with the content. It may be boring, too long, or, again, the audience isn’t seeing the value.
Feedback on Course: Ask students if the learning was good, bad or otherwise. You can scatter these questions throughout the program or module so responses are collected as the audience is engaged, rather than after-the-fact.
Behavioral Change: Survey students about your initial objective. If the initial objective was to train students on a 5-step safety inspection process, ask about their degree of familiarity with the topic. In this example, we see that before the training, 131 participants were not aware of—or fully understood—the 5-step safety inspection process. After training, however, that number decreased to just 30 participants.
Ready to start collecting actionable data about your organization’s learning program? We can get you started.
If you're interested, check out ExpandShare's eLearning Services to see how your program can be an epic success.