TRAINING KPIs EXAMPLES AND DEVELOPMENT INDICATORS: CHECK OUT THE TOP 10
Investing in employee training is always a good idea as this contributes to both theirs and the company’s development.
HR professionals know the importance of strategic management of people in organizations and are always organizing training and other ways to empower employees.
But a big challenge for these professionals is how to know if this investment has succeeded or not. To enable this there are training and development indicators.
These training KPIs examples are important tools used to measure course effectiveness and employee performance. Therefore it’s possible to propose effective activities in this area that contribute to the growth of the organization.
Check out the top 10 learning and development KPIs now and learn how to use them in your business to gauge the effectiveness of empowering your employees.
Top 10 Learning and Development KPIs
1 – User Rate
The user rate aims to analyze the relationship between the number of people invited to participate in the training KPIs and those who actually joined the course.
In this case, the calculation is simple. If 20 employees have been called in for training but only 10 have accepted the invitation, your membership rate will be 50%.
With this indicator it’s possible for example, to discover the efficiency of promotion and employee interest on the theme of training.
Beyond this, it can highlight whether your employees are engaged or not and are interested in evolving together with the company.
2 – Dropout Rate
In this indicator, the intention is to identify how many participants gave up halfway through the training.
Through the dropout rate, issues can be discovered that may be related to the content and execution of the course, as well as certain inconsistencies between what was promised and what was delivered to the participants who agreed to take part in the training.
3 – Reaction of participants
How do employees evaluate the training they received?
In this indicator, we’re trying to find out and measure the satisfaction of the participants. However, it is noteworthy that employees may be resistant to express their true opinion through a fear of future retaliation.
In this case, make clear that the employee is completely free to make his or her comments about the training, even if they are negative or that their feedback is anonymous.
With this information, it’s possible to make certain adjustments and propose improvements for the next courses.
4 – Average learning assessment
The fourth item on our list of sample kpi for training and development is used to measure how much of the taught content was actually absorbed by the contributors.
Therefore, at the end of the course apply a test covering everything that was dealt with during the training. Then calculate the mark for the average employee.
You can also apply a pre-training learning test and then compare with the post-training mark.
5 – Individual usefulness
Individual usefulness is an indicator that measures the employee’s productive performance after training and the number of participants who were able to develop their skills and improve their roles within the company.
6 – Employees reached
The intention here is to quantify the number of employees who were trained within the company in a given period. This calculation can be made based on the ratio between the total company employees and the total employees trained .
This results in the possibility to assess the requirements in order to adopt strategies to achieve further attainments.
7 – Training charges via internal multipliers
This indicator aims to answer the following question: What percentage of the time spent training was used by the employees to increase the knowledge attained amongst their other colleagues?
Throughout the sample kpi for training and development, this is perhaps one of the most significant. This is due to the fact that sharing knowledge within the company is extremely beneficial for the business.
Among the benefits we can mention:
- resource optimization;
- encouragement of multidisciplinarity;
- decentralization of knowledge.
8 – Average training per person
On average, how much training did each employee have access to? This indicator is important because the greater the access of employees have to training offered by the company, the more capable they will be to perform their tasks and contribute to the growth of the organization.
Therefore as far as possible, try to offer courses that address the most varied topics in order that employees can develop and improve their different skills.
9 – Average training time per person
This indicator measures the average amount of time spent training and empowering each employee. through this result a comparison can be made between the total time invested in training with the total amount of hours worked.
There are companies that annually devote an average of 100 hours of training per employee. Therefore if an employee works an average of 2,000 hours per year, the percentage devoted to training will be 5%.
10 – Total amount invested
Knowing how much has been invested in training is an important indicator of whether there has been any increases or decreases from previous periods.
In addition, you can link this indicator to other indicators to observe how much your return on investment has been.
You can also divide the total amount invested by the total amount of training done and find out the average cost of each training. this value can also divided by the total number of employees trained to find out on average how much it costs to train each employee .
This information can also be useful for the preparation of financial planning, as it will help to make a projection to predict the expenses for this area in future periods.
Now that you know the key training and development indicators, how about putting them into practice in your business?
For this, it’s best to use enterprise performance management software that automates this process. STRATWs ONE is a tool for managing your business performance indicators through intuitive, easy-to-use dashboards.
This way, employees, task execution, and strategy can be better managed, increasing business productivity and helping to find opportunities for improvement.
Siteware has developed STRATWs One, enterprise performance management software that can be used by all levels of the company, integrating employees, execution and strategy quickly and transparently.
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