Distance learning helps to improve the quality of work of employees and gives impetus to the development of the company as a whole. But how do you know if your training program is really beneficial? Learning effectiveness metrics will help answer this question.

Let’s understand what these indicators are and how to use them when evaluating the results of corporate training. What are learning metrics Metrics are indicators that measure the quality of learning. Usually the metric is a specific number, such as the number of points for the test passed or the time the employee spent on practical tasks. Example: an employee scored 30 points out of 100 in a test. This is a negative metric. It shows that the employee did not study well.

Metrics are the pulse of your learning project. It helps to understand whether everything works well or not. What is the effectiveness of training Training effectiveness is a specific figure that shows how much training has improved the quality of staff work.

For example, if you have trained a team to work with a customer, efficiency is measured by increasing sales, improving the quality of service and reducing the number of open transactions. Training effectiveness can also be calculated as a return on investment (ROI). It helps to compare the financial gain from learning outcomes with the amount of resources invested. How to measure the effectiveness of training One of the most popular models for evaluating the effectiveness of training is the Kirkpatrick model.

It was developed in the mid-1950s by Professor Donald Kirkpatrick, then head of the American Society for Training and Development (ASTD). This model allows you to objectively assess the training program and its value to the business.