Beyond ROI: 5 Ways to Evaluate Training
Posted: Sun Jan 05, 2025 8:05 am
Understanding the best ways to measure results is a premise for any area, of any company. Today, with so much information and technology at our fingertips, we can perform targeted analyses of how much each professional and team contributes to achieving goals.
However, when it comes to training evaluation , many people have difficulty measuring results. Many people who work with people development say that it is difficult to carry out quantitative analyses, since training can often be subjective.
But they shouldn't, and that's where the challenge lies. After planning all the content and implementing it, how can you assess whether it has effectively helped employee productivity and impacted the company's day-to-day operations? It goes far beyond exam grades, learning agility or engagement levels.
In this article, you will learn five tips for collecting, analyzing and interpreting data, during and after employees are immersed in a corporate training program .
Advantages of measuring corporate training
You may have already realized that measuring a training evaluation is not an easy task, especially since it also deals with behavioral and non-tangible issues. But believe me: it is worth the effort to have analyses that justify more investments in T&D, ensuring sustainability for the company. Check out the other advantages below.
ensure that the initial direction of a course is correct;
change the course of a course midway, avoiding wasting time, energy and money;
closely monitor the progress of each employee and team;
adapt the format of a course throughout the classes, creating more consistent learning paths;
understand gaps and encourage employees to engage more with content on a daily basis.
5 Ways to Conduct a Training Evaluation
Below, you will find the main ways to evaluate the results of people training and obtain tangible metrics to guide both actions and investments. Check it out!
Reaction assessment
What is a student's perception of the strengths and latvia email list weaknesses of a training course? The function of reaction assessment, used in 93% of companies according to the Brazilian Training and Development Association (ABTD), is exactly this.
Adapting content quickly is essential for the success of classes. In this sense, aligning the needs of professionals and the company is the best way. Therefore, consider incorporating all the analyses already mentioned in this article into your reaction assessment .
Performance
Through tests, simulations and even day-to-day assessments, the T&D area can monitor the development and productivity of employees after a course has been implemented. A good option in this case is to compare the progress of professionals or even to see if they are able to apply the training to students who have not yet participated.
Climate research
Organizational climate surveys are very useful both before and after implementing training . They are useful when identifying the flaws and needs pointed out by employees for the development of new courses, just as a new post-training survey will indicate whether there have been improvements in the company's processes.
In your research, try to ask specifically about the professionals’ perception of the classes.
Turnover assessment
Understanding your company's turnover is a great indicator of how effective your training has been, or not. How much of your human resources budget is tied to hiring or, especially, replacing employees?
By understanding this fact, your company will have a good gauge of how old employees need appreciation and development – a fundamental role of T&D .
Participant engagement
Measuring employee engagement in learning paths is perhaps one of the most important ways to evaluate training. You can measure this by both class attendance and time taken to complete a course.
It is also interesting to find out if training is hindering an employee's performance. Yes, this can happen, in the sense that it takes up time and energy. Hence the importance of measuring employee engagement in parallel with the deliveries and productivity of the work routine.
However, when it comes to training evaluation , many people have difficulty measuring results. Many people who work with people development say that it is difficult to carry out quantitative analyses, since training can often be subjective.
But they shouldn't, and that's where the challenge lies. After planning all the content and implementing it, how can you assess whether it has effectively helped employee productivity and impacted the company's day-to-day operations? It goes far beyond exam grades, learning agility or engagement levels.
In this article, you will learn five tips for collecting, analyzing and interpreting data, during and after employees are immersed in a corporate training program .
Advantages of measuring corporate training
You may have already realized that measuring a training evaluation is not an easy task, especially since it also deals with behavioral and non-tangible issues. But believe me: it is worth the effort to have analyses that justify more investments in T&D, ensuring sustainability for the company. Check out the other advantages below.
ensure that the initial direction of a course is correct;
change the course of a course midway, avoiding wasting time, energy and money;
closely monitor the progress of each employee and team;
adapt the format of a course throughout the classes, creating more consistent learning paths;
understand gaps and encourage employees to engage more with content on a daily basis.
5 Ways to Conduct a Training Evaluation
Below, you will find the main ways to evaluate the results of people training and obtain tangible metrics to guide both actions and investments. Check it out!
Reaction assessment
What is a student's perception of the strengths and latvia email list weaknesses of a training course? The function of reaction assessment, used in 93% of companies according to the Brazilian Training and Development Association (ABTD), is exactly this.
Adapting content quickly is essential for the success of classes. In this sense, aligning the needs of professionals and the company is the best way. Therefore, consider incorporating all the analyses already mentioned in this article into your reaction assessment .
Performance
Through tests, simulations and even day-to-day assessments, the T&D area can monitor the development and productivity of employees after a course has been implemented. A good option in this case is to compare the progress of professionals or even to see if they are able to apply the training to students who have not yet participated.
Climate research
Organizational climate surveys are very useful both before and after implementing training . They are useful when identifying the flaws and needs pointed out by employees for the development of new courses, just as a new post-training survey will indicate whether there have been improvements in the company's processes.
In your research, try to ask specifically about the professionals’ perception of the classes.
Turnover assessment
Understanding your company's turnover is a great indicator of how effective your training has been, or not. How much of your human resources budget is tied to hiring or, especially, replacing employees?
By understanding this fact, your company will have a good gauge of how old employees need appreciation and development – a fundamental role of T&D .
Participant engagement
Measuring employee engagement in learning paths is perhaps one of the most important ways to evaluate training. You can measure this by both class attendance and time taken to complete a course.
It is also interesting to find out if training is hindering an employee's performance. Yes, this can happen, in the sense that it takes up time and energy. Hence the importance of measuring employee engagement in parallel with the deliveries and productivity of the work routine.