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ATD Blog

How Do You Measure the Effectiveness of Your Learning and Training Technology?

Wednesday, December 22, 2021

Now more than ever, flexibility is required in employee education. With a blended approach to employee training increasing in prominence in the industry, training technology programs and techniques must be updated. An active investment in e-learning is vital to maintaining a competitive workforce in a rapidly changing environment.
Here are some helpful metrics your organization should use to determine if your training technology could benefit from an update:

Course Completion Rates

A significant indication of the effectiveness of your e-learning solution is the training course’s completion rate. Compare the number of employees assigned a training course with the number of employees who complete it. High ratios of completion indicate a workforce motivated and excited by the opportunities the learning technology presents. Conversely, low ratios indicate a lack of interest or understanding of the tasks before them. Training technology is most effective at sparking company-wide results when these ratios are high.

As such, maintaining these high ratios is essential to developing an effective workforce. If an employee is unmotivated to complete the learning courses, then they will not receive the benefits of the personalized training provided despite the value of the skills it teaches. If this is the case, it may be time to reassess the diverse needs of the employees and adjust training courses appropriately.

Employee Satisfaction

E-learning is a flexible solution to a varied problem. Ideally, this solution accommodates most of your workforce, which will lead to high employee satisfaction and skill retention. A method to measure these two elements is an exit survey, which often takes the form of a questionnaire that allows an employee to voice their opinions of the training technology. Exit surveys are given at the end of training programs.


The purpose of this survey is to ask questions regarding the completed course, such as whether the employee found the training to be a good use of their time or if they enjoyed their learning experience. These results can then be analyzed to assess the effectiveness of the learning technology overall. If employees did not enjoy the training or thought it to be a waste of time, it is unlikely that the skills taught will be used in the future.

It is vital for company leaders to invest in their employees’ satisfaction. This not only leads to a more effective, competitive workforce; studies have shown that employees are 94 percent more likely to stay at a company longer if they feel their careers are being invested in, which reduces the rate of turnover. E-learning is an investment in an employee’s future with the company and development of internal talent. Should this investment not produce the proper results, a change in training technology is necessary.


Long-Term Results

Ultimately, a business should focus on the long term when it is measuring the effectiveness of its programs. If the goals of the training are not met, then a revision to the e-learning program is required, regardless of completion rate or employee satisfaction. Training that does not result in skill retention or behavioral change may need a different approach.

Ideas to measure long-term results include the analysis of performance reviews, compliance certification success rates, and overall number of mistakes made in processes.

E-learning should be solution-based and result in positive outcomes for the business and the employee; if this is not taking place, then the technology needs an update. Additionally, if the skills taught by the training are not retained by the employee base, then the e-learning program is not fulfilling its purpose.

Company needs always shift. To maintain an edge over competitors, it’s crucial for a company to look toward the future when it comes to employee training. Training must go beyond standard onboarding to keep up with the latest trends and needs and often requires frequent updates. As such, a flexible approach to e-learning is essential. By observing employees’ needs, analyzing overall performance, and learning how these elements impact the goals of the company, leaders can be assured that their training is fulfilling its purpose.

About the Author

Eric Budd has been in L&D operations management for 14 years, witnessing the evolution of the landscape to what it is today. Currently, he is director of learning solutions for AllenComm. Eric is excited to share and learn best practices from industry leaders, helping to drive forward a culture of continuous learning.

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