How to Track Employee Training Progress
Teams need to have the appropriate skills in order to do their jobs. Skills levels are a key indicator of team performance according to the Society for Human Resource Management, and it makes sense. The more skills your team has, the better they’re going to be able to do their jobs.
Turns out that when companies invest in learning, they can make huge returns — up to 24 percent higher profit margins, 218 percent higher revenue per employee, and $30 on every dollar spent on training, studies show.
One contingent is that you need to know how to track employee training progress in order to maximize the return on learning. Here are some ways to keep a close eye on the data — and which metrics to watch — as your team learns:
1. Deploy subscription-based eLearning
Start with an eLearning platform that lets your team learn month over month with regularly updated courses. A subscription-based eLearning model gives you two things. First, you get learning ROI that’s calculable over time (because learning critical marketing skills isn’t a one-time deal) and transparency into that ROI. Second, you get a platform that makes it easy to pivot if changes are needed in your learning progress. It’s much easier to navigate change within a subscription-based learning platform than it is with a clunky, expensive one-time course.
With traditional learning, you only get one shot to get all the skills you need. Cloud-based subscription learning gives you transparency and lets you create a culture of skill-building that’s based on data.
2. Begin with an assessment
Using assessments to gauge your team’s knowledge helps establish data-driven learning that gives upskilling some direction. Data-driven learning establishes learning paths so you can identify the particular skills your team members need in order to be effective at their jobs. It’s simple: Your team takes a skills assessment, and learning paths are suggested based on their results. With it, you — and they — get a starting point and some direction, whether they’re lacking an understanding of the digital media ecosystem, skills in data and analytics, or knowledge about campaign management. You can Identify gaps in knowledge, start your team down a path to learn with a plan.
There are many benefits to using learning paths to guide learning, including helping reach goals, giving your employees autonomy (a benefit that improves business performance), allowing for cognitive diversity, and giving you access to critical learning data.
3. Track course performance
By tracking course performance, you can get a sense of the material and how well your team is absorbing it. On top of team-based data, you can also track individual performance in order to identify high performers. Data like this comes in handy when making data-based talent decisions.
4. Track course engagement
Beyond performance, you want to see how much your team is engaging with the learning materials. Are they actively learning or are they avoiding it? By tracking lesson views, course completion, and results from quizzes, exams, and projects, you can see which members of the team are engaging with the learning experience.
This insight can help you address any issues that might be resulting in low engagement. And it can also give you a sense of how much your team is actually learning.
5. Track course reviews
If you’re creating customized courses to fit your team’s needs (something that’s easy to do on the ALEx platform), you should pay close attention to how well those courses are received. Pay attention to how your team is rating your course. Do they love the material you put together or are they finding it too basic? Or, maybe it’s too difficult and they’re struggling to get through it. Either way, course reviews and ratings are essential data to help you design the most effective curriculum for your team and get the highest ROI.