KPI - training efficiency
Hello ASQ members,
Have you set a goal (key performance indicator) for measuring training efficiency?


5 Replies

The Kirkpatrick Model is probably the best-known model for analyzing and evaluating the results of training programs. It takes into account any style of training, both informal or formal, to determine aptitude based on four levels criteria. Level 1 Reaction measures how participants react to the training (e.g., satisfaction?). Level 2 Learning analyzes if they truly understood the training (e.g., increase in knowledge, skills or experience?). Level 3 Behavior looks at if they are utilizing what they learned at work (e.g., change in behaviors?), and Level 4 Results determines if the material had a positive impact on the business / organization. When we talk of efficiency we are getting to the level 4 results which determines the overall success of the training model by measuring factors such as lowered spending, higher returns on investments, improved quality of products, less accidents in the workplace, more efficient production times, and a higher quantity of work.

Jeremiah, I am always looking for individuals who may be interested in writing articles on the topic of Training and Development for the Quality Forum or here on the ASQ site. Reach out to me if you want to expand on this response. Thanks!
SUSAN GORVEATTE, Training and Development Content Management Committee Chair for QMD susan@gorveatteconsulting.com
Great Post Houman, thanks for keeping the conversation going.
Thank you Jeremiah.

I've written more on my thoughts here: “Measuring Training Effectiveness for Organizational Performance