Adult learning principles haven’t changed with the digital revolution, yet corporate learning has seen a spectacular transformation. This transformation also brought about the need to rethink the KPIs for measuring corporate learning success. 

The new technologies, the change of workplace demographics, and the upheaval generated by the pandemic all lead to the need to rethink L&D programs. Of course, with the help of a learning platform, trainers have everything that they need at their fingertips: micro learning, gamification, analytics, which have all become part of training and development, making training programs increasingly engaging. 

The good news is that a learning platform makes it easier than ever to measure training effectiveness. What you need are the right KPIs! 

Five corporate learning KPIs for measuring training ROI

Without further ado, here are some indicators that can help you figure out if your L&D programs are doing what they should:

1.Transfer of knowledge into practice

For a long time, training effectiveness was measured solely by end-of-session questionnaires. Occasionally, team leader feedback doubled, but this was founded on trainee perception rather than data. Today’s learning technologies measure how much of what is learned becomes a habit and ultimately impacts the job. 

A mere wish only a decade ago, the quintessential learning KPI today is transforming learning content into behavior change and results for the organization as a whole. It’s mainly how L&D departments can demonstrate the ROI of a training intervention by analyzing performance data after its completion. 

2. Time to proficiency

Time is money. Even more so (or more money) in the context of today’s organizational landscape. Markets shift, and changes happen at incredible speeds, so companies and their employees have to keep up to stay competitive. The sooner the employees start practicing what they learn, the better the overall results. 

Micro learning is perfect for meeting this KPI as it provides small chunks of information (usually on a need-to-know basis) that the learner can immediately apply. When such short modules are not viable, it’s important to keep an eye out for how long it takes for an employee to complete a learning path and try to optimize the duration. 


Read more: 10 Advantages of microlearning in online training


3. Learner satisfaction

There has been a lot of talk recently about the importance of user experience. This conversation is also relevant for learning. Employees should be 100 percent convinced that their training is relevant for their work and will help them achieve their objectives. 

Furthermore, the entire learning experience should be a pleasant and engaging one. Ease of navigation, content diversity, interactivity, gamification, and opportunities for social learning are all important for achieving high learner satisfaction scores. There are several ways to calculate learner satisfaction, one of the easiest and most effective being net promoter score (NPS). All you have to do is ask the question, “On a scale of 0-10, how likely are you to recommend this session to a colleague?”

4. Organizational performance

An important KPI is the improvement of organizational performance as a result of L&D interventions. To measure the impact of training, it’s essential to have a clear understanding of the situation (preferably in numbers) before the deployment of the learning program. 

Comparing the results the company or team has after training completion to the initial indicators will result in a precise evaluation of how things have improved and which areas still need attention. 


Read more: Optimizing corporate learning in today’s environment


5. Manager satisfaction

I’ve left this KPI last, but it’s by no means less relevant than the others. Managers are responsible for trainees’ performance, so their opinions are informed and valuable. 

They are also the best people to assess if the knowledge and skills are being applied in the workplace and if their levels are satisfactory. The L&D department needs to be in close partnership with them and communicate openly about the needs, the highlights, and the lows of learning interventions. Furthermore, clear metrics to quantify manager satisfaction need to be put in place and used for every program that involves their team. 

Closing thoughts

Even though the importance of L&D is widely recognized in organizations, it’s still necessary to have the numbers to prove it. Corporate learning success is relevant to the global company results, and the KPIs by which it is measured are a lot easier to figure out with the help of a modern learning platform. 

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