Measuring Effectiveness of Employee Training and Development
December 13 2016 By Beth Cook
Employee training and development plays a critical role in advancing organisational performance, but is not always a priority for top management. HR Practitioners can make use of critical KPIs for employee development in order to justify the investment of time and money towards improving organisational talent.
On-the-job training through mentorship programmes, short courses or skills programmes linked to employee roles or up-skilling a person into a new role through a learnership or bursary are just a few of the training interactions that organisations make decisions around each year. The effectiveness of these programmes and the motivation behind their implementation can only be discovered if there are measurements put in place.
Some of the standardised measurements or KPIs that can be adopted in order to understand the effectiveness of the training are highlighted below:
How: Assessing the skills level and competency of the employee, reviewing processing times, reduced error rates or increased sales (when training is directly product related) before and after training.
Why: Ultimately the indication of the effectiveness of training needs to be understood based on employee performance. Measuring these over a period allows, firstly for a measurement of the return on investment, as well as for any adjustments needed when implementing the knowledge acquired.
Employee satisfaction with training
How: A standardised survey can be presented to all employees who engage with training. Employees can have the opportunity to rate the quality, implementation and relevance of the training.
Why: What employees think about, or how they experience their training, provides feedback as to what the attitude is towards training and if they believe the training has provided any benefit to their work role or function. Ultimately employee buy-in is beneficial to the organisation.
Percentage of workforce trained
How: Measure the percentage of employees who receive training in a given period including gender, race, disability, job level and department.
Why: This is an important measure in relation to employee performance as it gives an idea of the training 'spread' and helps management and HR to develop effective training plans for upcoming periods. This information is also critical for the company's various scorecard measurements.
Companies that understand how training impacts on their business are better able to mobilise their workforce in achieving company-aligned goals and objectives.