Wow... simply amazing!
Thank you for sharing wonderful information. However, due to my less experience in T&D field, I would like to know details of bullets points mentioned in your "What not to measure slide" please.
*Dollars spent on training : If we don't measure how much is the expenditure how to calculate ROI ?
*Hours of training delivered : Surprising, as most of the time it is being set as T&D target (Training hrs/Employee)
*Post-course evaluation scores: Again, it supposed to be one of the measure to check the effectiveness of Training Programs
I would be grateful to have your insight on the above points.
Thank you once again for sharing useful information.
Best regards,
M. Nasir Khan
(nasir2601@yahoo.com)
Hi Nasir!
Thanks for posting your question! :)
Dollars spent on training, hours of training delivered and post-course evaluation scores are "what not to measure" when you're looking to measure or identify actual improvements in performance. Those 3 items, while they may be useful metrics to have overall, do not provide any indication about the EFFECTIVENESS of training and it's impact on the business in terms of what tasks and processes were improved and by how much.
Does spending X amount of dollars on training mean it was effective or worthwhile? No, it just means the money was spent.
Does spending more hours delivering training mean the training is effective or that business goals are actually being met? No it just means people spent that much time (money) taking the tra... Expand
Hi Nasir!
Thanks for posting your question! :)
Dollars spent on training, hours of training delivered and post-course evaluation scores are "what not to measure" when you're looking to measure or identify actual improvements in performance. Those 3 items, while they may be useful metrics to have overall, do not provide any indication about the EFFECTIVENESS of training and it's impact on the business in terms of what tasks and processes were improved and by how much.
Does spending X amount of dollars on training mean it was effective or worthwhile? No, it just means the money was spent.
Does spending more hours delivering training mean the training is effective or that business goals are actually being met? No it just means people spent that much time (money) taking the training, as opposed to being productive workers.
Do post-course evaluation scores indicate that training was successful or that it was worthwhile or will provide a positive ROI? No, it simply measures (for the most part) the opinions of the people filling out the post-course evaluation. They might check off a box that says "I can do my job better now that I've had this training" but do you know that for a fact, or is it just their opinion?
I'm not saying you SHOULDN'T measure those 3 things at all, you should indeed, but they won't provide much, if any, insights into the actual effectiveness and value of training.
And if you're looking for more on how to calculate the ROI of training, here's a helpful article: https://community.articulate.com/series/41/articles/calculating-the-cost-benefit-of-your-e-learning-courses
Hope this helps! :)
5 Comments
Hi Nasir! Thanks for posting your question! :) Dollars spent on training, hours of training delivered and post-course evaluation scores are "what not to measure" when you're looking to measure or identify actual improvements in performance. Those 3 items, while they may be useful metrics to have overall, do not provide any indication about the EFFECTIVENESS of training and it's impact on the business in terms of what tasks and processes were improved and by how much. Does spending X amount of dollars on training mean it was effective or worthwhile? No, it just means the money was spent. Does spending more hours delivering training mean the training is effective or that business goals are actually being met? No it just means people spent that much time (money) taking the tra... Expand