Measuring your online training program is essential to ensure its effectiveness and relevance. It should be reviewed against strict guidelines that truly judge its ability to transfer information to the employees. Here are some tips that can help you measure your online training program and improve it.

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Tips For Measuring
Online Training Results

2. Measuring your online training program is essential to ensure its effectiveness and
relevance. It should be reviewed against strict guidelines that truly judge its ability
to transfer information to the employees.
Here are some tips that can help you measure your online training program and
Measuring Online Training

3. Overview
According to Strother (2002), online corporate training can be evaluated on
a five-level progressive scale based on Kirkpatrick’s model (1954).
Reaction is a measure of the learners' reactions to the course.Level 1
Learning is a measure of what they learned.Level 2
Transfer is a measure of the changes in working knowledge/skills post the
training program.
Level 3
Results is a measure of the business outcomes due to changes post
training.
Level 4

4. Level 4 – Results and ROI
Level 3 – Transfer of Information
Level 2 - Measure
4 Levels of Measuring Online Training
Level 1 - Reaction
Levels of
Measuring
Online
Training

5. Reaction is measuring the learners’ response to the course:
• Include a detailed feedback system such as, employee satisfaction surveys, questionnaires,
• Users can state whether the content could be easily comprehended, its strengths, its
engaging enough, whether all these factors led to learning.
Level 1 - Reaction
A Learning Management System (LMS) provides an in-built feedback
gathering system:
• It should be programmed to ask 10-15 short and succinct questions where
the answers are on a graded scale
• Avoid yes/no answers
• Avoid open-ended questions as evaluating subjective answers on a fixed
scale is complicated
• Subjective feedback should be avoided, especially in the case of a mass
automated system
Use the constructive suggestions on improving the course

6. Level 2 - Measure
Measuring training can be done via a few methods:
• Analytics/statistics
• Measure the broader statistics of the course as a whole
• Assessments
• Measure individual trainee performance regarding their learning
The combined understanding gained from these two measures can assist
learning managers to improve their existing training course. They can
personalize the learning experience by analyzing the performance of the
trainees and noting areas of difficulty or a lack of interest; this in turn will
boost learner retention rates and ensure effective learning.
Before beginning, you should ascertain what you want to measure, this
should correlate with the learning objectives outlined for the course.

7. Level 2 – Measure – Analytics/Statistics
• Learning analytics consist of vital pieces of information that,
• They offer a comprehensive understanding of the learners’ training
• They can be collated to evaluate the broader training program
• This information can be utilized to make the course content more user-friendly
• Most LMS’s support the gathering of analytics data based on pre-determined keys
that are ideally defined during the implementation of the LMS and can present
reports on users, courses, chapters, and the overall system.
“are recorded throughout the duration of the eLearning course such as… how quickly they
are progressing through a module, how many times have they have logged in, whether
they have participated in a discussion board, etc.”
(Moffett)

8. • Great way to gain insight into the actual level of employee information
• Can be intelligently designed and administered between modules or after the entire course
• Assessment scores can be used to highlight whether the trainee is grasping the concepts/skills or if they require
any extra help
• LMS’s support in-built assessment features that can report on employee performance and can further provide
certification for the completed courses
• Important to define the questionnaires based on the objectives and blooms level applicable for the training
program
• Design the questions in such a way that complexities are clearly defined and scoring a 100% and a 60% should
aptly reflect the expertise of the trainee
Level 2 – Measure – Assessments

9. Level 3 – Transfer of Information
• The best approach is for the managers to observe the trainees and make
note of any difference in job performance prior-to and post training
• Over time, it should be apparent whether the employee retained the
information received during training or not
• In online training, assessment can be achieved using
scenario based tests where the user is made to react to a
certain situation and their reactions can be gauged to
determine the extent of learning internalized
• Specific scenario-based learning and certification are not
designed to check the knowledge directly, but to check for
the implementation of the knowledge
• Good instructional design ensures a well-planned extensive
scenario that assesses for more than one objective and gives
higher confidence to the learner on the concepts taught

10. Level 4 – Results and ROI
• Measuring the monetary and business outcome is challenging and requires time
• A system should be in place to measure pre-training and post-training data
and watch for any changes that would indicate success in the program
• First identify which results are closely related to the administered
training.
• These can range from increased content recall rates, improved sales
and/or production, faster execution reduction in quality issues,
quicker SLAs, increased customer satisfaction, etc., depending on the
objectives of the training
• With time measure the cost-to-performance ratio, where you will
be able to place cost of training on one side and evaluate it
against the performance results
• This will lead to a calculation of ROI and a true indicator of the
effectiveness of the training

11. Conclusion
Measuring training is important to ensure that the employees are receiving the best
training possible by narrowing on the programs strengths and weaknesses and
improving on the latter. No matter your method of training your employees,
assessment of the program is vital. Systematic and regular research is required to
ensure that the employees are learning what they are supposed to in order to be
productive in their team and job. Similar to any other investment, check in once in a
while to make sure that they are providing the desired ROI.

12. http://www.irrodl.org/index.php/irrodl/article/view/83/161
References
STROTHER
http://elearningindustry.com/5-reasons-why-learning-analytics-are-
important-for-elearning
MOFFET

13. About Us

14. Skill Gap Analysis that measures the current skills of the employees and rate them against the desired skills for the role to identify
the gap and devise strategy to minimize it.
Training Mix Analysis that helps in deciding the apt training mix for your employees based on the nature of learning content,
learning objectives, and learners' profiles.
Custom Content Development that helps develop custom training courses based on thorough understanding ofbusiness objectives,
training context, and other critical aspects.
Learning Administration that involves deployment of learning via SaaS-based learning management platform and manage
users, catalogues, sessions and roster as well as reporting and certification and
Assessment Services that offers both assessment technology and delivery services to help monitor the training process and
presents insights with actionable analytics. Our suite of Customized Learning Solutions is developed from products stemming from
engagement and designing the right mix.
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We believe in partnership.
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We design the combination of training
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enjoy multifold benefits in the form of
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strategies being employed.
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