How to Measure the Impact of Training Session in an Organization?

A Start Off

Eventually, you are relying on your team to drive performance and to sustain the competitive edge of the firm. Moreover, for this, the organization organized a training session. So, how do you know the contribution of the training measurement to build the organization? Let’s explore this!

Training Measurement

Questions at Core of Training Performance Measurement

You, the manager, the director, and the head officials want to know that did the training result benefitted the organization or not? This is the core question that comes up for training evaluation because training must contribute to building the organization from every aspect.

Training is the mechanism by which the investment is made with ensuring competence and efficiency of employees. The results of training must, therefore, be measured or evaluated in the context of impact on the organization. Again a good question placed to begin with: How do the head officials know that the training resulted in benefits to the organization?

Measuring Importance of a Training Program

In spite of how impressive or popular training programs appeared to be, the outcomes rule at the end of the day with a proper training measurement in systematic and quantitative terms. The training measurement hence, includes to two areas:

  1. Costs
  2. Results

Measurement Enables You To

  • Categorize or discover what the organization gained
  • Determine the costs versus benefits of the gaining aspects
  • Determine justification for continuing the training session

Assess the Results

  • Noteworthy changes in outcomes, like the information, learned with the evidence of improved work processes.
  • Changes in skill-based outcomes, like improvement in quantity and quality of production.
  • Changes in effective outcomes, like higher levels of motivation and positive attitude in the office environment.

How to Measure Training Session?

Metrics are considered as a great tool for providing the answers to how effective the training was and what is the level of capability before and after the training? This baseline is required so, that an organization can correctly measure the changes after the training session in an organization.

Hence, by applying some rules for developing the training measurement scenario let’s look that how the measurement can be done at a faster pace. The impact of training can be measured by three outputs –speed, accuracy, and efficiency which are explained as—


This includes—how fast does the result occurred before and after training, total time and much. So, this requires the people to track the actual time-to-task. It is important to use this measure to know the success of training, the positive changes that fit into the organization


This includes how accurately the training has been done? Does it have reworking scenario or rewritten work?  Hence, by checking the accuracy of the training session, the training measurement has been done easily.


Efficiency helps us to see why training is necessary. By noting the efficiency, the analysis of the training can be calculated. The efficiency would come by taking the feedbacks from the attendees in the organization.

Closing Lines

By going through all the three measures together to measure the training session, we can build a picture of an easy notifying way of measurement.


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