5 Challenges And How To Tackle Them

After weeks of preparation and implementation, your training strategy is up and running and seems to be a success. But you’re not done yet. Odds are, you’ll come face to face with the need for it prove your training effectiveness.

Your boss may want to see the results of the training program. Or down the road you will build a case to offer additional training or renew the subscription on your training platform. Or maybe you want to motivate employees and managers to participate more in training.

Either way, use the data to back up your training decisions.

Collection of training data is crucial. And it can also be challenging. In this article, we will talk about why you need to track training data and what challenges you face. We will also provide solutions to overcome these challenges and key steps for evaluating training effectiveness.

Why you need to track training data

Business training is more than just a box to check. You use it to update employees’ knowledge or skills, ensure industry and regulatory compliance, or improve business performance. So you spend a lot of time researching the best training options for your employees.

But providing training does not automatically translate into results. If you are training with a purpose, you need to set goals for the program. By setting clear KPIs and tracking and reporting on them, you can know what works and what needs to be improved.

The data also shows decision makers and employees the value of your training strategy. And when people see the value, they come on board and you will start to see results.

5 common challenges in measuring training effectiveness

Measuring training efficiency can be a daunting task at first glance. There are some obstacles that arise regardless of your training strategy. But there are also solutions to every obstacle.

Consider the following five common challenges and the approaches that can help you overcome them.

Challenge # 1: Failure to associate training with business results

No matter how well-produced an exercise program is, you can not measure effectiveness if you do not know what you want it to achieve. All too often, companies implement training with a notion that it will improve results, but fail to specify what results they want.

The solution: Start with your goals in mind.

Set clear, SMART goals as you plan your training strategy. Be specific about the results you want to see. Ask things like:

  • What measurements do we want to change?
  • In which way?
  • And when?

For example, instead of justifying a teaching of customer communication by saying, “We want to see better customer relations“Be specific. State,”We want every customer service employee to complete the training by the end of the first quarter. Then we want to see a 20% increase in customer satisfaction score before the end of the year.

These results will be much easier to measure.


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Challenge # 2: Not tracking the right metrics

You may be actively collecting data about your training. But if you do not look at the right measurements, all this data will not tell you whether the training works or not. So how do you decide what to track?

The solution: Know which measurements to prioritize.

Tie your metrics back to the goals you set. What measurements will tell you if you reach these goals?

For example, if you are to provide compliance training, your main goal is probably to get everyone to review the course and understand the material. So it makes sense to track completion rates and quiz results.

If people do not complete the course, take a look at the data around where they get stuck. Or notice which sections they return to again and again. Then you know where you can make improvements or expand the content to keep students engaged.

If your goal is to improve a business result (for example, increase the number of monthly customer conversions), it will not be enough to know that people are completing their training. Track your conversion rates periodically after your workout to see if it works.

The key is to understand the purpose of your training and prioritize the measurements that provide meaningful information.

Challenge # 3: Not having the time or staff to collect and analyze data

Most organizations do not need a full-time training analyst. But adding the task to an already busy employee’s job description (or your own) can be overwhelming. Limiting the time and number of employees can prevent you from taking on the job of collecting training data.

The solution: Automate reporting where you can.

Your LMS is likely to have built-in features for tracking – and even analyzing – key data. Configure these features to measure and report on your key metrics. Generate automatic reports and then you can simply read the results.

Learn to use the features your system offers to help simplify the task of data collection and make it more efficient. And if you’re looking for an LMS, look for one that tracks the measurements you care about, and even send your way regular reports. This way you will make your life easier and cut down on the necessary resources.

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Challenge # 4: Struggling to collect qualitative data

Quantitative data is easier to collect – whether it is via your LMS or manually. But numbers do not always tell the whole story. For example, if you hosts a personal presentation, you can find out how many attended. Chances are, though, that you will need more information to determine your training effectiveness.

The solution: Use continuing education surveys to gather student feedback.

You can get a lot of useful data by reaching out to students after completing a course or attending a webinar with post-training evaluation studies. Ask people what they thought about their training, or test them on what they have learned. Send evaluations via email, through affordable (or free) online survey tools or even directly from your LMS as soon as a course is completed.

You can also collect data through face-to-face interactions. Reach out to leaders and ask what their team thought about a particular training initiative and whether their performance has changed. Or hold follow-up sessions where you directly ask evaluation questions and collect feedback from the team.

As long as you are aware of the goals you are aiming for and which measurements matter, you can find useful ways to collect data.

Challenge # 5: Can not see the value of measuring training effectiveness

Sometimes the biggest challenge in evaluating training success is not establishing Why you want to measure it in the first place. If decision makers do not see the rationale, you are unlikely to get support for training analysis. And without it, you will have a hard time proving the value of your training.

The solution: Make the case in front.

Share the purpose of your strategy with your learning and development team, your boss and everyone else whose buy-in you need to make the training a success. Indicate the goals you are targeting with training. Then share how you intend to achieve these goals and what measurements tell you if you are on the right track.

Help others see training data tracking as one integral part of your training strategy. At this point, it will be helpful to share training reports with key stakeholders. You will inform them about the progress and keep them involved. In return, you get their support and insight to help you reach your goals.

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Start measuring training success

These challenges are common considerations for any training plan, but it can be overwhelming to tackle them all at once. The good news is that you can increase your ability to collect the right metrics as you go.

Whether you are in the middle of an educational rollout or still exploring your options, you can start tackling these challenges now, one at a time. Set clear goals for what success looks like, assess which measurements should be prioritized, and build a plan to track them.

Having a clear roadmap will help you engage other internal stakeholders in the process. And being prepared with the right data will ensure that you offer the most effective L&D programs now and in the future.

William

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