Evaluating the effectiveness of a company's training function
Institutional affiliation
Date
What metrics might be useful for evaluating the effectiveness of a company's training
function? Discuss and rate their importance.
Today, there is an increased competition and things keep on changing. Indeed, we get up with
new innovation in the market each day. A new innovation is one of the basic consideration that
results to changes in the aims and objectives of an organization. This means organizations need
to keep recalibrating the skills of the employees based on the competencies that are aligned with
the objectives of the business. In most cases, organizations tend to provide training to their
employees. A continuous focus on training makes the employees understand the new ways of
leveling up the expectations of the organizations and creates opportunities to expand their
knowledge (Allen, 2016). The different metrics including but not limited to the following
One of the metrics that can be used in evaluating the effectiveness of the training function is a
cost of training. This is considered as an internal training metric. The department of an
organization may seek to lower the cost of training for each person. In addition, training cost can
also be related to retention, whereby, if you spend less on new hiring, the retention rate might be
high. It considerable to collaborate with the stakeholders and the HR department to define the
training costs and the number of trainers required (Kirkpatrick et al., 2016). Another metric that
can be used in this case is the return on investment (ROI). ROI is simply making a comparison of
the monetary training benefits with the cost of the training. Training should focus only on
ensuring that they will gain profits from the same. In some cases, offering soft skills may not
enhance benefits to the organization.
Another metric that can be used is increased operational efficiency. In a production-oriented
business, managers usually consider efficiency. This means that when a training program has
been offered, employees are expected to perform better as compared before. In most cases, when
a training program is based on teaching skills, the management efficiency metrics should be
considered either before or after training. On the other hand, if a new program has been created,
it is essentially important to understand the efficiency numbers to note the direction of training
course content. Finally, it is also important to consider the results of customer service
(Kirkpatrick et al., 2016). Training programs may also seek to address the issues of the
customers and how they can be addressed. If the company had been facing customer issues
before, after the training there should be some positive changes. In identifying the issues, they
may carry out a survey and identify satisfaction rate.
References
Allen, M. W. (2016).2Michael Allen's guide to e-learning: Building interactive, fun, and effective
learning programs for any company. John Wiley & Sons.
Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016).2Kirkpatrick's four levels of training evaluation.
Association for Talent Development.
