According to ASTD, the actual spending on employee training in the United States is $165 billion, and the average employee gets 30.3 hours of learning per year. And the cost to train each employee is $1195. What is the reason behind telling these numbers? Organizations care about training their employees. With much effort devoted to training, the main thing is: Did anyone really learn?
It is clear that learning and development professionals struggle to answer this question – this question can’t afford to ignore any longer. The days to measure learning based on multiple-choice questions are gone. This type of measurement can be focused on short-term retention of knowledge. The main goal of training is to see a return on the investment of training and enhance the skill sets of people.
Today, the ability to do something trumps the ability to pass a test. With the growing need to get employees trained and running at peak performance, organizations need to focus on other methods to measure learning is taking place. It allows them to focus their time, energy and resources on training initiatives that can move the needle. There are three ways to measure the effectiveness of training:
When talking about traditional training, learners prove their knowledge by performing a role-play. Technology takes role-plays the next level. Rather than demonstrating knowledge that may or may not be genuine for learner’s job, learners have the ability to share visual confirmation, they have completed a task in real life. Suppose employees are uploading a video or audio and submitting other visual proof of a task completed. Now, suppose a manager is having access to those videos of employees with the help of knowledge from a workshop in real life. Visual confirmation does not only change HOW learning can be measured; it can also leave an impact on the way training on his or her performance.
The ability to teach others is the best way of mastering of a subject. Social ownership can put learners in the position to teach others by showing how they apply factors in their real world. The factors not only engage employees to teach as well as learn from each other, but it also provides training managers with the ability to measure how concepts and factors are being implemented within the organization. These moments can be captured through video or by having peer-peer workshops. By providing a new way to get employees involved as well as engaged, you can maximize the effectiveness of training.
Creating a visual assessment of an employees’ skill set as well as performance before and after measurement training. These abilities of learners can give a clear picture of performance as well as skill improvement; you can tie to training. There are several improvements going on in this region today because of data analytics; it is a good way to start on ahead of the curve.
These are just three ways organizations can boost the way they can measure the effectiveness of training. Today, there are a number of companies that specialize in providing training measurement services for skill adoption and impact. These companies can evaluate, measure, and quantify the impact of training as well as development. These services align as well as help to support the core belief in the transfer of training as well as the needed impact on the business via increased revenue, decreased prices, and increased productivity. Get in touch with the right company and effectively measure the effectiveness of training.