7 tips for Measuring Training Effectiveness

The goal of training is to assist a learner in enhancing their competence, ability, and performance. Learning new skills and knowledge is facilitated by training. A training effectiveness evaluation reveals your current training programs’ usefulness and suggests ways to improve them going forward. The success of exercise can be assessed in various ways, which is what we will discuss. 

What do you understand by training effectiveness?

The impact of training on a learner’s knowledge, skills, performance, and company return on investment is measured as training effectiveness. Before implementation, it is essential to precisely describe the training’s aims and objectives to assess its efficacy appropriately. Practical training enables L&D teams to maximize their learning and training expenditures.

What to evaluate?

What to evaluate.

When to evaluate training effectiveness?

Before and After Training: Assessments conducted before and after training are the most effective technique to evaluate any improvement in learning. Perform a pretest before training, followed by a post-test, and compare the outcomes.

During Training: Include assessments of information or skills in the training, such as knowledge checks, tests, or observations. This can simultaneously provide evaluation information and boost learning.

Immediately After Training: In many circumstances, you can only get information from your trainees as soon as the training is over.

Delayed Evaluation or Follow-up: The most effective method for evaluating learning transfer is delayed evaluation, often known as follow-up evaluation. This aids training designers in determining how much knowledge students have retained.

Benefits of measuring training effectiveness

  • To ascertain whether employees benefit from the training.

The actual reason for evaluating training efficacy is to determine if it improves your employees’ abilities and performance. 

  • Assess the impact on business performance and measure the training’s return on investment.

All training initiatives ultimately aim to improve business performance and provide a return on your investment. You would want to see an increase in sales, profitability, and productivity, all of which can be recorded and measured. 

  • To identify problems with the training process and enhance it.

It’s critical to assess the effectiveness of your training programs when you devote time, money, and other vital resources to them.

7 Best ways for measuring training effectiveness

The success of training can be evaluated through interviews, surveys, questionnaires, post-training tests, and exams. It’s crucial to decide how to measure and assess the data you collect before training starts. But during training sessions, remember the importance of using a pay stub generator for employee ease. Here are seven tested evaluation models that businesses today most frequently rely on:

Kirkpatrick’s Four-level Training Evaluation Model

The Kirkpatrick training evaluation model best examines employee training programs’ effectiveness and outcomes. It evaluates them based on four criteria levels and considers both informal and formal training styles.

  • Reaction – Use feedback forms to ascertain learner satisfaction.
  • Learning – Use pre-and post-test assessments and practical projects to gauge the skill development and understanding of a subject—this aids in determining whether the training’s goals were achieved.
  • Behavior – Determine whether employees apply what they learned in training to their jobs.
  • Results – Verify that the business goals associated with corporate training are achieved.

The Phillips ROI Model

A concept called the Phillips ROI Model links training program expenses to actual outcomes. It builds on the Kirkpatrick Model and organizes information from various employee training programs to assess

  • Reaction – Training managers use short surveys to collect information about participants’ responses to their training.
  • Learning – Before and after the training for management teams, participants complete an MCQ survey or quiz to evaluate their level of understanding.
  • Application and Implementation – The Phillips Model assesses the WHY behind the success or failure of the training and gathers data to determine if the instruction was adequate. 
  • Impact – The model enables you to examine how training materials and other elements affect participants’ ultimate performance.
  • Return on investment –uses cost-benefit analysis to link impact data to a range of intangible and monetary rewards. Managers of training programs can use this data as concrete proof to show the authorities the importance of training.

Anderson’s Model of Learning Evaluation

The Anderson learning evaluation model uses a three-stage assessment cycle at the organizational level to assess training performance. Anderson’s approach has three processes, which are as follows: 

  • Assessing current alignment with strategic priorities.
  • Making use of a variety of techniques to gauge and analyze the value of learning.
  • Determining which strategies are most appropriate for the organization.

Kaufman’s Five Levels of Evaluation

Another model based on the Kirkpatrick model is the Kaufman model. Kirkpatrick’s model was addressed by Kaufman, who sought to modify it in several ways. The following are Kaufman’s five stages of training evaluation:  

  • Input – The employee training materials. 
  • Process – Analyze the efficiency and acceptability of the procedure.
  • Acquisition – Analyze whether participants learned and are using the material at work.
  • Application – Assess how well participants apply what they have learned to their regular tasks.
  • Organizational payoffs – Calculate benefits for the entire organization. Evaluations of performance enhancement and a cost-benefit or cost-consequence analysis are included at this level.  
  • Societal outcomes – Measure the overall contribution from and to the client and society’s judgment in terms of societal benefits.

Visual Proof of Improvement

The visual authentication approach uses visual confirmation of employees performing the learned tasks in the actual world to assess training effectiveness. Employing what they have learned from the training sessions, employees upload films, audio, or photographs as confirmation that a task has been completed. Such tangible evidence enables management to evaluate the effectiveness of the training and modify subsequent sessions as necessary.

Modern HR analytics platforms

HR departments can gather and analyze data using HR analytics software to produce valuable insights and improve worker decisions. With these technological solutions, you can identify and quantify the relationship between training and performance. HR analytics assist in creating valuable insights to assess training efficacy once employee data is gathered from multiple sources and kept in a central repository. So, to determine the effects of your learning initiatives on employee retention and engagement, HR analytics solutions can help identify trends from vast training data. 

Feedback and Survey

Although they are the most straightforward evaluation, they are crucial in determining the effectiveness of your training program. Here, the strategy is to gather real-time feedback to gauge training efficacy and implement any necessary program changes without delay. L&D professionals can create a list of post-training survey questions to gather insightful feedback on company-wide and role-specific training.


Training is about enhancing individual and group performance, which affects how well your business performs overall. It’s critical to assess the training’s success and confirm that the initial learning objectives were met. You can determine whether goals have been achieved and what needs to be done for further improvement. It’s crucial to assess what’s working and what isn’t regularly, and to react, whether you decide to stop a course or dramatically change another.

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