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Metrics - Measure Training Effectiveness
Training & Organizational Development
Metrics - Measure Training Effectiveness
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
While I've been a trainer for several years, the companies I've worked for have not implemented metrics to measure training effectiveness.
I'm now with a new company who would like to get metrics i
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Metrics - Measure Training Effectiveness
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Metrics - Measure Training Effectiveness
posted at 1/8/2008 5:35 AM EST
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Posts: 1
First: 1/8/2008 Last: 1/8/2008 |
While I've been a trainer for several years, the companies I've worked for have not implemented metrics to measure training effectiveness.
I'm now with a new company who would like to get metrics in place to measure our effectiveness. Any ideas, thoughts, suggestions or research that I could benefit from? Thanks! |
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Metrics - Measure Training Effectiveness
posted at 1/11/2008 7:26 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
You may as well buy Donald Kirkpatrick's book and become familiar with this model of assessing training effectiveness (go directly to the source, don't rely on other's who write about his approach - you won't get concrete advice from any of them).
But I would reccommend including a needs assessment based on your core/key competencies to go along with that so you have a baseline, so that you can show that training resources are being used strategically, and so you can show that training is aligned with the stratgies of the organization. You can get this from interviewing/surveying managers and/or employees, employee satisfaction data, performance evaluations, industry literature, critical incidents, etc. Good to have more than one source of information, you don't need all. You should also develop some metrics that show participation rates (# attended/# enrolled), maybe the percentage of completions per department if training is mandated, whatever makes sense to your stakeholders. ASTD may also have some templates for you to use. |
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Metrics - Measure Training Effectiveness
posted at 1/13/2008 7:50 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Hello Frisquee. Shortly, Ill be releasing the second edition of my book, From Training to Enhanced Workplace Performance. The second edition will have a much expanded section on measurement and will cover Kirkpatricks four levels of evaluation (Reaction, Learning, Behavior, Results) and Phillips fifth level, ROI. Most importantly, it contains an array of forms and spreadsheets for conducting evaluations at all of these levels. I wanted it to be a very practical resource for anyone training in industry.
If you like, Im happy to send you a pre-release copy if you are willing to commit to writing a review. Please email me if you are interested at office at businessperform.com. Les Allan Author: From Training to Enhanced Workplace Performance Business Performance Pty Ltd http://www.businessperform.com |
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Metrics - Measure Training Effectiveness
posted at 1/17/2008 2:44 AM EST
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Posts: 2
First: 1/17/2008 Last: 1/17/2008 |
In addition to the more traditional methods of assesment (Kirkpatrick) and measuring ROI (Phillips, et al), you may want to take the approach of showing that training is part of the organization's intangible assets -- this is a way to show that training is measured by more than one-shot results from individual courses but in fact it a very valuable part of the organization's portfolio -- especially if this is a public company. I'd be happy to send you more info -- I wrote a book on this:
Gayeski, Diane (2005). Managing Learning and Communication as Business Assets. Englewood Cliffs, NJ: Prentice-Hall. If you'd like I could send you some excerpts and articles based on this model. Diane Gayeski, Ph.D. Gayeski Analytics and Associate Dean and Professor, Ithaca College |
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Metrics - Measure Training Effectiveness
posted at 1/23/2008 8:15 AM EST
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Posts: 1
First: 1/23/2008 Last: 1/23/2008 |
Have you considered looking at your training objectives and determining what behaviors and outcomes are measurable? I think this is a great place to start, it helps me to make ensure that the training objectives are aligned with desired outcomes that are measurable to ensure training effectiveness. |
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Metrics - Measure Training Effectiveness
posted at 1/23/2008 8:31 AM EST
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Posts: 1
First: 1/23/2008 Last: 1/23/2008 |
Measuring learning effectiveness has long been an issue in our field. Measuring particpant's reactions is most common method and when the numbers are presented to senior management they usually like what they see.
However, its up to folks like us to point out that we need to go beyond the "smiley sheets." An investment in training should improve performance somewhere in the organization. For example we should be drawing the correlation between conflict resolution training and productivity, sick time, grievances, and team effectiveness. Measuring learning effectiveness to this level will consume more organizational resources. And, it's been my experience that many organizations won't expend the necessary people, time, and money. I agree with the others Donald Kirkpatrick's model is a model to use. However, don't forget that his model assumes using a solid instructional model (like the ADDIE) including well written learning objectives--measurable objectives. I wish you well. Rick Martinez www.ppstraining.com |
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Metrics - Measure Training Effectiveness
posted at 1/23/2008 9:42 AM EST
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Posts: 14
First: 4/26/2005 Last: 1/23/2008 |
It is frequently difficut to measures outcomes after a training program has been designed and delivered. The measurement of outcomes and sustainability need to be considered when designing the training, which assumes that the training is designed to meet some current or future need.
The element element that is frequently neglected is the gap between measuring the learning that hopefully has occurred, and the sustainability of the learning. If participants learn a skill (say, how to give corrective feedback), but that skill is not supported, valued or reinforced by others back on the job, you may be able to get a measure of the effectiveness of the learning on the course, but not on the transferability from the classroom to the work site. Most organizations, I suspect, are anxious for the information, learning or skills to be applied on the job. In additioni to the resources mentioned above, I would encourage you to answer this question - "how will I know, and how will managers know, that 6 months after a participant attended a course, she or he is demnstratinig what was taught? Good luck! Pat |
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Metrics - Measure Training Effectiveness
posted at 1/23/2008 9:43 AM EST
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Posts: 14
First: 4/26/2005 Last: 1/23/2008 |
It is frequently difficut to measures outcomes after a training program has been designed and delivered. The measurement of outcomes and sustainability need to be considered when designing the training, which assumes that the training is designed to meet some current or future need.
The element that is frequently neglected is the gap between measuring the learning that hopefully has occurred, and the sustainability of the learning. If participants learn a skill (say, how to give corrective feedback), but that skill is not supported, valued or reinforced by others back on the job, you may be able to get a measure of the effectiveness of the learning on the course, but not on the transferability from the classroom to the work site. Most organizations, I suspect, are anxious for the information, learning or skills to be applied on the job. In additioni to the resources mentioned above, I would encourage you to answer this question - "how will I know, and how will managers know, that 6 months after a participant attended a course, she or he is demnstratinig what was taught? Good luck! Pat |
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Metrics - Measure Training Effectiveness
posted at 1/23/2008 5:11 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Im a great fan of the Kirkpatrick model and use it as the core for my own evaluations. This model focuses on effectiveness of the training and I have a good summary at http://www.businessperform.com/html/evaluating_training_effectiven.html
There are also other measures focused on efficiency. These include cost per contact hour and cost per skill. In terms of measuring effectiveness, I dont think you can go much past Kirkpatrick. Les Allan Author: From Training to Enhanced Workplace Performance Business Performance Pty Ltd http://www.businessperform.com |
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