How to measure training indicators

To stand out in the professional world, continuous skill development is increasingly demanded from employees. If you don't focus on continuous learning, with the speed at which changes occur in the workplace, your skills may become outdated due to scientific and technological advancements. This means that, for the company, measuring employees' knowledge and skills had to become more agile and adopt more tools to monitor their development. Therefore, training indicators are usually the solution for the HR sector to identify the effectiveness of the applied training program.

Without indicators, you won't have the necessary information to measure the efficiency of your training, the level of knowledge of your employees, or understand the areas of improvement that your company needs to stand out.

If you're not yet applying metrics in your company, keep reading to understand the main training indicators, their importance, and how to measure their effectiveness.

Main Training and Development Indicators

Training indicators are metrics, that is, data that allow evidence that the proposed objective has been met. They are widely used in educational actions but can have various applications.

With the use of technology through simulators and business games or management platforms, we can obtain this data in real-time. As well as monitor the employee's progress.

Know the main indicators

To help you know what to measure in this process and not waste time and effort, we've brought 6 very important indicators:

#1 Adherence Rate

Can calculate data such as the number of employees who participated and how many dropped out of the training.

#2 Reaction of employees or participants

Collects employees' opinions on the efficiency of the training.

#3 Individual Performance

Evaluates the individual learning of each employee, indicating which ones are struggling and will need reinforcement.

#4 Training Hours per person

Indicates the training time of each employee, which is usually associated with their professional competence.

#5 Retention Rate

Mainly applied in events that last more than one day, it's possible to verify the percentage of people who started and finished the process.

#6 Content Quality

Indicates how much the content presented in lectures and training was really relevant to their capacity building.

If you combine the application of all these indicators, you will carry out much more productive actions, demanding less time, energy, and money.

After identifying the best indicators, you still need to put measurement into practice. Since each chosen indicator requires a different analysis, separated into quantitative and qualitative.

When choosing the data to be measured, research the technologies or methodologies that can be applied to help you control the information. For example, business games or business simulations are usually great allies in data collection and measurement.

Moreover, they usually deliver results in real-time, encouraging employees to face the challenges imposed in a playful and fun way. Thus, increasing employee satisfaction with the company.

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