For every organization, it is highly essential to generate and evaluate training reports from learning analytics either for effective employee training or to determine the ROI of training programs or both.

Admittedly, as learning analytics continues to improve by the day, the amount of learning data you can generate from learners also increases.

However, that makes it difficult to determine what training metrics are the most essential to be included in your report.

In this article, we will talk about the vital training metrics that you should consider in your learning analytics report.

Training metrics to measure the effectiveness of your training

Kirkpatrick’s model is commonly used to measure the effectiveness of training. It has four different levels of evaluation, including reaction, learning, behavior, and results.

Speaking of the reaction level, it describes the learner’s initial response, as well as reaction to the program. As for the learning level, it refers to the learning and retention level of the learner.

Furthermore, as far as the behavioral level is concerned, it measures the learner’s application of the training. Lastly, the result reveals the impact and effectiveness of the training.

Each of the training metrics below will help us measure one of Kirkpatrick’s levels of evaluation.

1. Completion Rate

The completion rate can provide you a lot of information when making your learning analytics reports. This training metric can be used to determine learner’s engagement and how they participate in the course.

A high completion rate could mean that learners find the course interesting and engaging, understand the training course, and are more likely to apply what they have learned in their job roles.

On the other hand, the low completion rate may be due to the inability of learners to understand the training course, causing them to lose interest quickly.

So, this training metric can be used to determine employees’ initial reactions to the training program.

2. Feedback

Feedback, as a metric, is one of the easiest ways to know how the learners feel about a particular training program.

Furthermore, there are several ways to utilize it in an online training program. One such is that it could be incorporated into training courses taking several forms, including simple surveys, polls, questionnaires, workers’ ratings, and comments.

By utilizing any of these formats, you’ll be able to know about the challenges that your employees are facing during the training course, which may not be pointed out using quantitative data.

The questions of, whether your learners are getting the required information or expecting more from the course, can be determined using feedback. Lastly, it can be used to improve future training courses.

3. Time spent on training

Tracking the time spent on training can help to predict trainee engagement in a program. During the course training development, you should calculate the average time needed for completing each training course module.

If the trainees are finishing the training modules too quickly, perhaps, it may be because they find the course not interesting and are probably skipping part of the training modules.

Also, a longer time spent on a particular module may reveal an area where trainees are finding difficult to understand. This metric can be used to determine the reaction level of the employee.

4. Learners performance

Checking learner’s performance and training assessment scores is an effective way of determining their level of understanding.

So, when using this training metric, it is important to consider it in two categories both individually or in a group.

Where individual performance reports will give you details of each trainee’s performance, the group performance reports give the general performance of all trainees.

It is important to add the number of learners passing and failing the assessment tests. It will help to determine the retention level of trainees.

High retention levels will reflect high passing numbers and low retention levels will reflect low assessment scores.

5. User’s activities data

This training metric will give you insight into trainees’ engagement and reaction to the different training modules.

Also, it shows the area where trainees engage the most. Speaking of engaging course content, it can be reflected by tracking user’s activities like comments and reviews.

This training metric will also help to identify engaging and non-engaging content.

6.     Trainees Competency

This training metric is used to evaluate the trainees’ competency skills. It majorly applies to task-based training courses that use online simulations for the purpose of training.

Tracking this metric will help you to know how your employees have been able to improve their skills through the training course.

7.     Learners Progress

With this training metric, you want to track learners’ progress in the training course. It could help you to determine drop-off rates.

That is the number of learners that are not completing the course. For example, If the majority of the learners are stuck at the same module, it may be because they are finding it difficult to understand the module.

Hence, You may want to review the course module or find out the reason for the high drop-off rate.