Key Performance Indicators for Employee Training Programs

 

Introduction

Over the last few decades, the importance of employee training has become exceedingly obvious. The factors influencing this movement are diverse and far-reaching, starting with the change in workforce predominance from Generation X to millennials to the changes in how people now learn, aided by the age of technology, to everything in between. Many companies are exploring online learning as a way to help employees and businesses grow (Abraham, 2009). While this is an incredible leap in developing a learning culture at work, some employees fail to make full use of this eLearning-empowered phenomenon. Namely, the process of training implementation ends with course delivery (Armstrong, 2014). To conduct an effective evaluation of the course and see whether learning objectives have been reached, it is necessary to measure employee Key Performance Indicators (KPIs).

These key performance indicators you pick to monitor should be closely related to the objectives you've set at various levels. They could be objectives for individual people, departments, or the entire organization. Such as

 

Cost Per Leaner

If you calculate your cost per student, you'll have a simpler time calculating the ROI of your training program. On average, how much do you spend on training each member of your sales team? Take into account, among other things, travel fees, training materials, and technology (Abraham, 2009).

Methodology (and Technology) Adoption   

The percentage of your sales team members who are actively using your sales training approach is referred to as adoption. In other words, depending on your evaluations and assessments, how many people are sticking to the sales process? Use employee coaching software to track attendance at training sessions and to have coaches check in with new hires on a regular basis (Abraham, 2009).

Time to Proficiency

You can determine an employee's time to proficiency in a variety of methods. If an employee must pass a final test before they can begin fulfilling their job responsibilities, you can track how long it takes them from their first day to passing the test (Hanks, 2016).

Sales Goals

If your staff are hitting their sales targets, it's an indication that your training program is working and providing them with the tools they need to succeed. You may need to reassess your training program or meet with learners to identify knowledge gaps if they aren't fulfilling the pre-determined quota (Hanks, 2016).

Employee Engagement

In every sector, including sales, high levels of employee engagement are critical. You may get a better sense of how well your training department teaches learners what they need to know by assessing sales team engagement (Armstrong, 2014).

 

Conclusion

Because today's top considerations in attracting and maintaining outstanding employees are development opportunities and career growth, demonstrating that your program is contributing to employee retention in a number of ways is the best training ROI you can discover.

 

References

Abraham, K., 2009. Managing Human Resource. 4th Edition ed. New York: Prentice Hall .

Armstrong, M., 2014. A guide to people management. In: Armstrongs Essential Human Resource Management Practices. s.l.:s.n., pp. 143-151.

Hanks, G., 2016. The Difference Between Hard and Soft Human Resource Metrics. [Online]
Available at: http://smallbusiness.chron.com/difference-between-hard-soft-human-resource-metrics-73984.html
[Accessed 01 May 2022].