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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LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

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Steve Feller
Vice President, Human Resources

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

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VP Human Resources

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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Thoratec

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