How to Track Employee Training

Human capital is by far the most valuable asset to most any business. Although an intangible asset, people are a critical component to a business functioning at optimum capacity. People are part of the profit equation, and to make money, you have to spend money. Employees impact customer satisfaction, sales goals, ongoing innovation, company culture, etc. But, in most cases, employees are only as good as they are trained to be. Employee training is an opportunity for businesses to increase the value of their human capital. An employee training tracker is a key component to the training equation because it helps you identify if your employee training is directly increasing employee performance.

Furthermore, investing in employee training is important for the long term growth and success of a healthy business. So you’re probably thinking, “I agree, but how do I know if what I’m investing in is paying off?” We see where you’re coming from. Implementing an employee training plan usually starts with a learning management system (LMS).

Let’s talk about how an LMS transforms and tracks employee training today…

Employee Training Tracking Software

Training employees and tracking their progress is essential to properly evaluate what’s working, what information is not being retained, and what may need to change. To put things in perspective, up to 40% of employees who don’t receive adequate job training quit within the first year. Onboarding is no cheap investment, so when a new hire is made, that employee needs to be set up for success with well-defined job training.

Spoke® LMS

 

Spoke logo

Time for practical advice: The best way to track employee training is with an LMS.  Employee training tracking software, provided by an LMS, helps you collect, deliver, and track your company’s training content. Spoke® LMS is an award-winning, social LMS for the mobile workforce utilizing gamification to engage employees in training.

 

Assessment Builder

To understand the ROI of training, it needs to be accurately tracked. Tests, quizzes, and assessments are all ways for administrators and employees to identify areas for improvement. Spoke’s Assessment Builder is a useful, employee training tracker for both learners and admins to evaluate knowledge retention. 

Easily create assessments, track progress, and note trends to refine your training over time. Additionally, employees have the ability to test out of courses they have mastered to spend more time training on topics they don’t know as well. Gain insights on how effective your training is by retrieving granular data on specific questions or administer surveys for a broader view.

spoke assessment example questions

Assessments are fully customizable and can be required before or after a training. A pre-assessment is a good way to draw a baseline for comparing employees’ results, post-training. Using a tool like Assessment Builder as an employee training tracker is a great way to start evaluating your internal training efforts. The more you measure, the more you know.

Spoke® Reports

Keep track of your team’s overall results or review individual learner data with Spoke® Reports. Robust reporting helps you identify coaching opportunities for learners who have skill gaps and empower teams that need additional training resources. Filter reports by team, region, job code, and organizational hierarchy.

Spoke LMS reporting features

Dial in on course completions, user activity, and course activities. Practical, performance evaluations have never been so easy. Measure ROI with visual, interactive reports and go beyond the basics to discover metrics like social participation and learner engagement.

To grow your business you have to know your business. Access real-time, interactive dashboards, stunning user transcripts, and optional, business intelligence reports. Spoke is completely customizable to fit your business’ branding too, so you get all the credit for employee training satisfaction (don’t worry, we won’t Unbox your secret).

 

The Kirkpatrick Model

Dig a bit deeper into tracking employee training with the Kirkpatrick Model, which identifies four levels of learning evaluation:

kirkpatrick model four levels learning

At Unboxed Training & Technology, we use the Kirkpatrick Model to evaluate the effectiveness of employee training. Tracking employee training can be an elusive topic, but the four levels of learning can be used as guidelines to evaluate employees with some help from Spoke® LMS.

Reaction: Spoke® Surveys

The first level, “Reaction,” is meant to measure the learner’s experience with the training after they have completed a course. Practically speaking, this would look like administering a survey at the end of a training to gauge the employee’s experience. Some example questions could be:

  • How did you like the training? 
  • What did you like about it?
  • Did you enjoy the learning experience?
  • How do you feel post-training?
  • Were you satisfied with the virtual instructor?

Learning: Spoke® Assessments

The second level, “Learning,” tests the employee’s new knowledge to determine the retention of what was learned. A pre-assessment and post-assessment should be administered to properly gauge the level of comprehension.

  • Pre-assessment: ask questions related to the training topic.
  • Post-assessment: ask topical or scenario-based questions directly after the training to test knowledge retention.
    • What new topics did they learn?
    • How well did they acquire this new knowledge?
    • Are they confident in their abilities to execute the job’s task.
  • Compare results.

Behavior: Practical Application

The third level, “Behavior,” is where the post-training application is played out. Interviews and scenario-based assessments are helpful tools when analyzing the effectiveness of training 3-6 months later. Tests and quizzes are not as effective at this level because behavior changes don’t play out on paper. Changes in behavior occur at different times for everyone and typically require a personal follow up at a later date. 

Results: Key Performance Indicators

Positive results are the goal of any employee training initiative. The success of training is seen over time by measuring company sales goals, team efficiency, individual task completion, customer satisfaction, product quality, faster turnaround times, etc. Identify specific, key performance indicators (KPI) to track, measure, and evaluate. Use those KPI’s to determine how successful the training proved to be over a particular time frame. Review the results at an appointed time or during the employee’s end-of-year evaluation.

 

Tell Me More About Spoke® LMS

Every business is unique, but so is every employee. Training should be custom fit to meet the needs of your business and the learning needs of employees. Do you have an employee training tracker to measure results? Is your training doing the job? Are you ready to start making employee training trackable and more impactful? Request a demo of Spoke® or attend an upcoming Spoke® webinar. Our Spokes-people are on standby to show you how Spoke® can help you train better teams today.

Sources: Kurt, S. “Kirkpatrick Model: Four Levels of Learning Evaluation,” in Educational Technology, October 24, 2016. Retrieved from https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

Share This Article

Featured Resource

Free Step-by-Step LMS Buyers Guide

More Articles Like This One

Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

    Featured Resource

    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

    Share This Article

    25 training tips in 25 minutes: best practice

    Find out the shared approaches we’ve seen maximize training outcomes for our clients, and how to incorporate them into your training.

    More Articles Like This One

    How to Avoid Immersive Learning Pitfalls

    Immersive training (augmented and virtual reality) is changing fast. It wasn’t long ago that most people thought of these mediums as sparsely- and strictly-used by gamers and tech geeks. Times have changed. Video games, marketing, training, movies, TV shows… you name it and you can probably access some form of it in AR/VR.

    It may be the flashy new thing, but we’re starting to see real benefits from immersive learning. According to a recent study that compared mobile VR learning to reading a text document, when tested on learning objectives, learners who used VR scored an average of 94.5, while those who learned using the text document scored an 87.

    Still, as with all fairly new technologies, AR/VR are not without pitfalls. We’ve seen that plenty want to use this tech primarily because it’s trendy – and they move to incorporate it without proper planning.

    Let’s look at some of the most common immersive training pitfalls to ensure your use of this tech adds value from a learning perspective.

     

    Lack of Measurement

    Pitfall:

    AR/VR by itself doesn’t typically contain a way to measure success or learning outcomes. Unless the software is built by a training company with analytics in mind, success and learning outcomes are probably an afterthought.

    The measurement of learning outcomes is critical for any training technology. Without that measurability, it’s extremely difficult to calculate ROI, determine where learners are struggling and succeeding, or provide constructive feedback.

    How to Avoid:

    Before opting-in to immersive learning, put a measurement strategy in place. Start with the end in mind. Before you can begin building an immersive training experience, how will you know if it’s successful? One way is by having a training technology company build the software from the ground up with the end-goal of outcome collection and measurement as a requirement.

    For example, we can measure if learners’ behavior changed and see if training had a measurable impact on performance by looking at qualitative data (like interviews) and quantitative data (customer satisfaction, sales metrics, etc.) With immersive learning, scenarios and environments can be built requiring specific behaviors to satisfy virtual customers, make virtual sales, or accomplish any other goal.

    Then, to measure ROI, simply compare upfront development cost to the training’s impact on behavior change and performance.

     

    It’s All the Rage!

    Pitfall:

    Make no mistake about it, AR/VR is cool and trendy. That’s reason enough for many to want to include it in their training repertoire. The fact that it just happens to be awesome technology isn’t the pitfall – the urge to use it solely because it’s cool.

    How to Avoid:

    If you want to build an AR/VR experience, ensure you have learning objectives that are best accomplished via immersive learning. Could you do the same thing in a video or eLearning? If you could, maybe immersive training isn’t your best option.

    How can you determine if your learning objectives are well-suited to AR/VR?

    Do you have something that needs to be seen or demonstrated without your learner being there?

    Maybe you’re training pilots while they’re spread across multiple cities without access to the same type of aircraft. Or perhaps you need to show workers in different parts of the country a process that’s used in a single factory so they can replicate it.

    These examples lend themselves well to immersive learning because your learners are spread out and it’s incredibly costly to bring them all together. Save time and money by having them learn together virtually instead.

    Need to learn something dangerous, risky, or particularly stressful?

    Performing surgery or mixing chemicals in the making of medicines are two examples that could be taught and practiced through AR/VR with all of the learning benefit and none of the physical risk.

    Immersive training allows for safe practice and exposure to situations that would be too dangerous otherwise.

    Perhaps your workforce is spread far and wide, yet they need to collaborate to learn best.

    How about a team that needs to work together to solve a problem? Maybe a team that needs to disassemble a jet engine and each have certain parts to dissect and fix.

    In the factory, a team has to work on an assembly line to improve efficiency. With immersive training, learners could experience the same environment, while physically in different places, and practice virtually.

    This is also applicable for a disperse sales team . Immersive learning can help these teams collaborate and learn from their counterparts in a real-world scenario, no matter where they are.

    The ability to learn and work collaboratively without having to be physically together or even having all of the requisite physical equipment is a training dream brought to life by AR/VR.

     

    Hardware?

    Pitfall:

    Though the cool software is what really makes immersive learning, this training modality requires some pretty particular hardware. Getting too excited and investing in software is all for nothing if you don’t figure out the hardware first.

    How to Avoid:

    Make sure you have a plan for equipment in place prior to launch. Much of that equipment is rapidly changing, so what do you need – and how much? In general, the price of AR/VR hardware is coming down, but did you factor that into the money you’ll have to spend? Where can you get it? Will it work right for what you want to accomplish? There is an ever-growing number of options in the industry.

    It’s okay if you don’t know where to begin. When designing an immersive experience partnering with an expert can help you consider which, and how much, hardware you’ll support. Plan first – buy second.

    Immersive learning can enhance your training by making it more efficient… if you can avoid the pitfalls. At the rate this technology is emerging, now’s the time to start exploring its potential. Depending on your needs, it could change the way your learners learn for the better.

     

    As with other newly emerging technologies, AR/VR may seem overwhelming at its face. Work with a trusted partner who can help you maximize the benefits of this modality and ease your mind.

    Share This Article

    Featured Resource

    How does your training stack up? This infographic will tell you.

    More Articles Like This One

    Why Your Best Individual Contributor Isn’t Ready to be a People Manager

    If you’re a leader in your organization, chances are you’re able to pinpoint your top performer. It’s only natural to want to reward that team member with a promotion and give them a platform to make more waves within your organization. But have you stopped to consider that, according to ATD, 60% of people managers underperform or fail within their first two years?

    Where does this 60% rate come from? By promoting your best individual contributor, you’re asking them to work with a new set of skills. They’re filling a role they may not be prepared for and your remaining team is scrambling to fill the gap.

    So,  before you jump to handing out that promotion, take a moment to ask yourself the following questions.

     

    Are They Prepared to be a People Manager?

     

    People Manager Leadership 1

    Much like Liam Neeson in Taken, your top contributor has “a very particular set of skills.” But how many of these skills transfer to the role of a people manager?

    It goes back to the concept of Maker versus Manager. Your best individual contributor is a Maker—they focus on creating a specific product or owning a specific service. Managers on the other hand focus on the organization as a whole, company and team goals, and the professional development of their direct reports.

    That means your team member will go from day-to-day tasks that focus on creating or making, to a role that’s focused on owning the professional development and performance of other employees — and with that comes a complete shift in their schedules, too. They’ll go from large blocks of brainstorming and heads down time to a calendar full of performance reviews, 1:1s with their direct reports, and ongoing strategy meetings.

    This change can be jarring. The stress that comes with being promoted outside of their skill set could mean they begin to feel (for the first time) they aren’t excelling in their role. That sense of personal disappointment leads to a lack of fulfillment and, ultimately, the end of that top performer’s journey with your organization.

    A Grovo survey of 500 managers found that 87 percent of managers wish they’d had more training before their promotion.

    To help set the employee up for success, offer them a leadership training program to build key people management skills. The training should be multi-faceted and should include self-paced courses, coaching via 1:1 meetings, videos or simulations. Across these modalities, you’ll want to teach your team member the best ways to give feedback, build up their coaching skills, and remind them the importance of verbal and non-verbal communication styles and emotional intelligence.

    Are You Prepared to Fill the Void?

    Pulling your best individual contributor away from the day-to-day tasks they’ve come to be so good at means you should have a plan in place for how you’ll fill that gap. If you don’t, you may see an impact on your business in terms of quality and service speed, and your customers may even take notice.

    You also don’t want your other team members to feel overburdened once you’ve promoted your top performer. If they do, there’s a trickle-down effect that could mean an increase in stress level and decrease in morale.

    In order to get ahead of those concerns, make sure you have training in place to help the other team members level up to match the top performer’s current skills.

    Their training should be targeted to the specific role and level you’re trying to fill. To kick off the training, use a Behaviorally Anchored Rating Scale (or BARS Chart) to define what not acceptable, good, and great looks like in that vacant role. Then, use it to gauge where your current team members fall and create targeted improvement plans based on their areas of opportunity.

    For added sustainment, use a 30, 60, 90-day action plan to help set milestones and measure achievements as they work to improve their skills according to that BARS Chart. Then, meet with these employees at the 30-day, 60-day, and 90-day benchmarks to see if they’re tracking on their current goals.

    To be sure you’re ready to make that staffing change, you have to do everything you can to prepare and get ahead of that 60% statistic. This means investing in developing your top performer’s leadership skills and training their replacement. This two-pronged training approach is essential to making sure the transition for your best individual contributor and your team as a whole is as smooth as possible.

    Need a hand? We have over a decade of training experience and can help find the perfect blend of training for your unique situation. Want to hear more about self-paced course options, videos or simulations, BARS Charts, or 30, 60, 90-day action plans?  Give us a call.

    Share This Article

    Featured Resource

    Assess Your Program With This Free Leadership Training Topics Checklist

    More Articles Like This One

    How To Combat The Forgetting Curve

    How many times have you focused really hard in an effort to learn something once just to forget it later on? For most of us, it’s a regular occurrence. Over time, memories fade. Good memories, bad memories, important memories…all of them. That doesn’t mean we forget everything entirely – just that the details become fuzzy. If those details are important, that could be a serious problem.

    The forgetting curve is a hypothesis that attempts to illustrate the loss of memory over time with no attempt to retain it. The idea began in the 1880s when Hermann Ebbinghaus conducted a study on himself. He tried to memorize patterns of syllables and then tested his memory of those syllables repeatedly over time. What he found after graphing his results is now commonly known as the Forgetting Curve.

    After his study, Ebbinghaus surmised that humans lose ~50% of newly learned knowledge in a matter of days without continuous review. You’re wasting your time training and learning just so you can forget half of it. Try remembering that information weeks or months later and you’d be lucky to remember 10-25% of it.

    The best way to combat the forgetting curve is by spending time on retention and reinforcement. Remembering the knowledge learned from one-time trainings is difficult. But when it comes to business, forgetting is costly. One-time trainings cost a lot, and if your learners aren’t retaining what they learned, that money was for nothing. Reviewing material regularly greatly helps reduce forgetfulness and saves money for your organization.

     

    Blended Learning and Sustainment

     

    increasing employee training with reinforcement training 2

     

    Refresher training adds to the concept of blended learning. Your learners retain information and knowledge better and for longer if they’re taught through a mixture of learning methods. That could be combining eLearning with face-to-face for instance.

    Every learner has a unique learning style. By blending your training approach, you have a better chance of catering to the needs of each of your learners.

    It’s not only about the learners, though. Blended learning benefits the teacher, too. New, different training modalities are often more affordable and require less time than older ones. Students are often more engaged, and you’ll be more able to provide accurate feedback. Blended learning also allows teachers to focus on motivating learners towards deeper learning.

    With regards to memory, a learner is far more likely to pay attention to and remember information when they’re interested and focused. Varying training modalities increases the odds that your learners will find it interesting.

     

    What Makes for Ideal Refresher Training?

    There are certain traits that make for successful refresher training:

    • Quick
    Learners are busy. Sustainment training options need to be speedy, valuable, and allow learners to practice with minimal disruption. 

    • Compelling and Clear
    Training options should be fun and interactive while keeping language clear and concise to simplify complex concepts.

    • Contextual
    Refresher training has to fit with your learners’ experiences and be relevant to their day-to-day jobs. That can only be accomplished with an understanding of your learners and what they do and then catering to their real-world experiences.

     

    The Case for Shorter Event-Based Trainings

     

    increasing employee training with reinforcement training 3

     

    Event-based trainings are still very popular among many companies and rightfully so. Instructor-led trainings have their place in unifying a team, sharing a consistent message, and sometimes forcing your employees not to be distracted when sharing vital information.

    However, we’ve seen that if you reduce your two-day training down to one-day and use the saved expenses for pre-work and post-event refreshers, your message will be stickier and have more of an impact on learners.

    Consider the following illustration we mocked up for one of our clients to visualize the potential savings gained from shortening, blending, and making your training virtual – all-the-while adding reinforcement and the ability to reuse and scale!

    The results, in this case, were significant. This company saw a similar satisfaction score from transitioning their previous event-based training to virtual instructor-led training and better yet, they were able to prove ROI with knowledge checks and quizzes.

     

    Refresher Training Options

    Today, blended learning options that combat the conundrum of forgetfulness are as diverse as your learners. Here are a few sustainment options that should be considered in your training curriculum:

    • Interactive Presentations
    Interactive presentations act as two tools in one. Learners are able to reinforce knowledge and visualize complex products and services (ex. the difference between internet speeds) by using interactive modules. These presentations can also switch to a “Perform” mode to be used and shared with prospects or clients. Robust reporting measures all user activity so managers can provide guidance for their learners.

    • Huddles
    Huddles are in-person refresher training that drives retention by using fast-paced, hands-on activities. Facilitators lead Huddles to help employees review specific learning objectives, practice skills and behaviors, and get feedback on the spot. They’re also super easy to facilitate as each one comes with a playbook providing step-by-step instructions on how to prepare for and run a Huddle.

    • Games
    Studies show that games train the brain by engaging with social and competitive elements. These elements heighten attention, sustain focus, and drive action. And let’s be real, they’re fun. The results speak for themselves:

    • 3x increase in training material interactions
    • 64% improvement in knowledge from beginning to end of a game Plain and simple, training for one day a year does not work.

    Don’t waste your money and time on training that won’t be remembered a week later. It’s time to give your learners valuable refreshers in the flow of their work and for you to stop hitting your head against a wall wondering why skills are not improving and behaviors are not changing.

    Share This Article

    Featured Resource

    Choosing the Right Modality for Your Content

    More Articles Like This One