Running a training and development program for the skill enhancement and on-the-job training of the employees is an important function in every organization. Equally important to assess the return on investment on these training and development programs.
Generating reports from the data can help in many ways, for example, developing new modules as per the analytics and improving the existing training modules to get better and effective outcomes.
Having an LMS in place not only helps you in rolling out effective training and development programs but facilitates employee training tracking software also. Taking out reports to measure the effectiveness of the training and the performance of the employees can be done with a click of few buttons. Deciding on what will be performance measuring criteria’s you need to decide on the metrics that the report can fetch the required details for you. Mentioned below are some of the basic metrics to consider while generating the analytical reports.
Need Analysis And Participation:
To roll out the most required training modules, L&D needs to understand the skill gaps, demand, and need of the course. By rolling out simple request forms, you can gather the information based on the number of requests received for a particular topic both by managers and staff members. Based on this you can align and design a new course keeping organization requirements and goals in mind. Comparison of the number of requests received and the actual enrollment data will help in analyzing the employee engagement metrics.
If the participation is low, you may need to analyze the course content and redesign the same.
Completion Rate:
While designing the course content, the time required to complete the course is also considered. The e-Learning courses facilitate learning the training course at your own convenient time and pace. Any major irregularity in the course completion time is a sign that the content might have a problem.
If the time taken is very high, the content might be difficult and less informative to understand. If the time taken to complete the course is relatively low, there is a possibility that the content is less engaging and the trainee is skipping the modules. You can dwell it further to pick out the most problematic topic/module due to which either of the irregularity might be associated.
Most Viewed Course Material:
This report will provide you with the answer to problems in irregularities in the completion rates. You can analyze what kind of content is more engaging and works best for the learning team. It is important to dwell on the data of the modules which is being reviewed and watched most.
Assessment Scores:
To check the effectiveness of the overall course, you need to look into the overall/final assessment score as well as the ongoing skill assessment or per module assessment scores. This will give you the details about how much the trainee is able to retain the learning achieved from the curriculum. This will further help in assessing and tying up with the practical implementation of the learnings in the operational scenarios.
Learning Behavior:
Based on the assessment scores, you can segregate the group into high-performing and low-performing groups. Further analyzing the patterns and learning trends based on the above-mentioned criteria, you can make the changes in the curriculum to improve the learning experience for different groups.
Retraining:
The analytics on retraining data will provide you an overall view of the problematic areas. You will be able to identify if the content needs re-evaluation or whether the trainee needs behavioral/motivational training.
Conclusion:
By measuring the training results based on the above-mentioned metrics, you can learn and grow to impart effective learning modules based on the organizational requirements and goals.