Formula
Training Effectiveness Score = (Post-Training Score – Pre-Training Score) ÷ Pre-Training Score × 100
Calculation Example
If employees score 50% pre-training and 80% post-training, Score = (80 – 50) ÷ 50 × 100 = 60%
Data Source
Employee feedback surveys, performance assessments
Tracking Frequency
Quarterly, Annually
Optimal Value
Higher is better; above 50% improvement is ideal.
Minimum Acceptable Value
A low score suggests ineffective training programs.
Benchmark
Industry benchmarks vary; corporate training ~40-60% improvement
Recommended Chart Type
Bar chart (to compare training programs), Line chart (to track trends)
How It Appears in Reports
Displayed in HR reports to assess training efficiency.
Why Is This KPI Important?
Indicates how well training programs improve employee performance.
Typical Problems and Limitations
May not account for external factors like work environment.
Actions for Poor Results
Enhance training methods, personalize learning experiences, assess post-training application.
Related KPIs
Employee Engagement Score, Productivity per Employee, Employee Retention Rate
Real-Life Examples
A company increased training effectiveness from 45% to 70% by using interactive e-learning.
Most Common Mistakes
Focusing on training results without measuring long-term performance improvements.
