In terms of measuring training efficiency compared to effort put in, you may choose to monitor the efforts/actions that the employees take into applying the training knowledge.
I would advise starting with a rather obvious point, but highly important, especially if missing:
How applicable is the training to the workplace?
For business training, you really want the content to show the employees how to apply the knowledge to their workplace – therefore the trainer should have some sound understanding about the working practices at your company.
Then I would set training objectives and measure them. These can be incorporated in annual appraisals. Set KPIs of ideal training efforts.
Also, quarterly questionnaires can be a great tool for measurement. Send them regularly to your employees that took part in the training program, focusing on actions taken to apply training knowledge, improvement of work performance etc.
Please feel free to post again for further details.
Oana Boteanu | + | October 13, 2012 at 9:53 am
The first thing I would do is to introduce some KPI to measure "training efficiency". Certain KPI depends on knowledge/skills that you want your employees to have and the way you test them.
The obvious approach seems to use test score as a KPI, but I would suggest to dig dipper. For example, if the training was focused on improving sales skills of employees don't just measure their test scores, it is better to focus on actual results, e.g. measuring the increase in sales closed by employee or time needed to close one sale. For sure, you will need to do a long term research on this to have accurate data.
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