Efficiency metrics come from the LMS. You should partner with your LMS administrator to find the data to answer questions and provide insights.
Effectiveness metrics come from surveys and tests. You will need to review your surveys to ensure you are asking questions about the quality of the training. Quality of training can be determined by asking learners about the relevance of content, usefulness of content, amount of practice in the training, and if their job performance will improve as a result of the training. Tests can be developed which show if learners can apply what they have learned to scenarios that they will see on the job. Tests results will show what parts of the training need to be improved as learners are missing questions about certain scenarios.
Outcome metrics come from surveys, managers, and systems. You can design a survey where you ask learners if they have applied the training on the job and how their performance has changed. You can send a survey to the managers of people you have trained and asked if they have observed new behaviors and performance. Or you can look at systems to find data about productivity and quality. Did the people who went through the training produce more widgets? Did the people who through training produce widgets with fewer errors? You will have to think about what things your people produce and it could be things like reports, presentations, answers to customer questions, sales, or products
How do you know which survey questions are good or bad? The article below explains why these 5 survey questions could be negatively impacting your data:
Overall, how satisfied are you with this learning experience? (not satisfied to very satisfied)
The content of the course met the objectives. (strongly disagree to strongly agree)
The trainer was effective and knowledgeable. (strongly disagree to strongly agree)
The registration process for this course was efficient and effective. (strongly disagree to strongly agree)
On a scale of 1 to 10, how did you enjoy the catering at today’s session?
Drop these 5 Bad Survey Questions to Improve Your Data
Oftentimes I hear that surveys are not a good way to collect feedback from learners. Or that people are getting tired of answering surveys, which then leads to low response rates. Or people are not getting any insights or actionable data from their surveys.
If you want to see the impact of your training or learning instance, it is better to use a survey to collect performance change after training. The article below was written once again by Kevin Yates, an L&D learning detective.
Performance-based surveys: how to collect clues that forecast the impact of training
Just like a detective looks for clues that solve mysteries, you can use clues from a performance-based post-training survey to forecast performance impact. More specifically, you can estimate behaviour and performance change as a result of training.
A data-driven learning strategy helps the stakeholders in your organization have confidence in the training you provide. There are many types of data in your organization that you can use to justify the needs of your learner's. This article helps explain this in further detail.
Creating a Data-Driven Learning Strategy - Training Industry
A data-driven learning strategy aligns learning goals with the business and ensures the learning function is putting its design, manufacturing, and reporting capabilities to good use by working on high-value and high-impact initiatives. It also describes the relationship between the learning function and its two internal customer groups, business leader stakeholders and the learners themselves.
- How can you use data collected before, and after, your training to create learning opportunities for various levels within your organization?
- How can you utilize outcome metrics to advocate for additional training needs?
- What is the role of data in your L&D position?