6 Indications When You Should NOT Measure Training

When You Should NOT Measure Training

Should You Always Measure Training?
When you should NOT measure training…While it may be true that “You cannot manage what you cannot measure,” you should not invest the time and money to measure each and every training initiative.

Three Questions Training Measurement Should Answer
When done right, training measurement helps learning leaders and their business stakeholders to answer three key questions:

1.  Skill Adoption?
Are employees using the new skills and knowledge on-the-job?  It is one thing for employees to learn new skills in a workshop or online.  It is a whole different ballgame to understand if, and how often, they are using the newly learned skills and knowledge on-the-job.

2.  Performance Impact?
Is the adoption of new skills and knowledge changing behaviors that are making an impact on desired performance results?  It is one thing to change behaviors.  It is a whole different ballgame to understand if those behaviors are correlated to targeted performance improvements.

3.  Reinforcement and Support?
What else specifically do learners need to adopt the new skills and knowledge and improve their performance?  This is where many training initiatives fall short because learning is viewed as an “event” instead of a change initiative.

Does Your Training Measurement Answer These Questions?
Sadly, many companies cannot answer these three fundamental training measurement questions about their highest profile training initiatives. Additionally, many companies waste precious time and resources measuring and reporting on interesting but comparatively insignificant training metrics such as:

  • training hours
  • people trained
  • costs
  • courses developed
  • satisfaction scores

While learning and development functions should have this data at the ready, it hardly answers the three most critical training measurement questions.

When to NOT Measure Training
To save yourself time and money, we recommend that you stop measuring training that has any of the following attributes:

  1. Unclear, misaligned or unsettled business outcomes
  2. Poorly defined or disputed business success metrics
  3. Lack of executive-level sponsorship
  4. Lack of connection to a top 5 business imperative
  5. Lack of relevance to the participants, their boss or the executive team compared to other priorities
  6. Employing a “Training Event” approach rather than a “Change Initiative” approach

The Bottom Line
If you follow these training measurement guidelines, you will quickly discover that very few will miss your reports on training hours, attendance, courses, and costs.

To learn more about when you should NOT measure training and training measurement best practices, download 5 Proven Steps to Training Measurement

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Edify

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Roche

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Training Manager

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VP of Human Resources

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Vice President, Worldwide Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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Firmware Engineering Supervisor

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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HR Director

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Vice President Human Resources

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

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