KPI Library - Learning and Development/Training KPIs

Why use the KPI Library?

Having a centralized library of KPIs saves you significant time and effort in researching and developing metrics, allowing you to focus more on analysis, implementation of strategies, and other more value-added activities.

This vast range of KPIs across various industries and functions offers the flexibility to tailor Performance Management and Measurement to the unique aspects of your organization, ensuring more precise monitoring and management.

Each KPI in the KPI Library includes 12 attributes:

KPI definition
Potential business insights [?]
Measurement approach/process [?]
Standard formula [?]
Trend analysis [?]
Diagnostic questions [?]
Actionable tips [?]
Visualization suggestions [?]
Risk warnings [?]
Tools & technologies [?]
Integration points [?]
Change impact [?]

It is designed to enhance Strategic Decision Making and Performance Management for executives and business leaders. Our KPI Library serves as a resource for identifying, understanding, and maintaining relevant competitive performance metrics.

Need KPIs for a function not listed? Email us at support@flevy.com.

We have 58 KPIs on Learning and Development/Training in our database. KPIs in the context of Learning and Development (L&D) serve as vital instruments to measure the effectiveness and impact of training programs on employee performance and organizational success. These indicators aid in assessing whether the L&D initiatives align with the business objectives, ensuring that resources are optimally utilized for maximum benefit.

KPIs provide quantifiable data that can be analyzed to identify areas of improvement, enabling HR to tailor training to fill skill gaps and enhance competencies. Furthermore, they help in tracking progress over time, maintaining accountability, and justifying the return on investment in L&D activities to stakeholders. By leveraging KPIs, organizations can make informed decisions about their training strategies, fostering a culture of continuous learning and development that drives employee engagement and competitive advantage.

Navigate your organization to excellence with 15,468 KPIs at your fingertips.

$99/year

Subscribe to the KPI Library

KPI	Definition	Business Insights [?]	Measurement Approach	Standard Formula
360-Degree Training Impact Assessment More Details	A comprehensive assessment that evaluates the impact of training from multiple perspectives, including individual, team, and organizational levels.	Reveals the perceived effectiveness of training from all angles and identifies areas for improvement.	Considers feedback from peers, subordinates, supervisors, and self-assessments post-training.	(Sum of all feedback scores) / (Number of feedback providers)
Trend Analysis [?] Increasing 360-degree training impact assessment scores may indicate a positive shift in organizational performance and employee development. Decreasing scores could signal a need for reevaluation of training methods, content, or delivery. Diagnostic Questions [?] Are there specific training programs or modules that consistently receive lower impact assessment scores? How do the individual, team, and organizational impact assessments compare, and are there any significant disparities? Actionable Tips [?] Regularly gather feedback from participants, managers, and stakeholders to identify areas for improvement. Customize training programs to address specific needs at individual, team, and organizational levels. Implement post-training support and reinforcement activities to ensure sustained impact. Visualization Suggestions [?] Line charts showing the trend of impact assessment scores over time for different training programs. Radar charts comparing the impact assessment scores across different perspectives (individual, team, organizational). Risk Warnings [?] Consistently low impact assessment scores may lead to decreased employee engagement and performance. Large disparities between individual, team, and organizational impact assessments may indicate misalignment in training objectives and organizational goals. Tools & Technologies [?] Learning management systems with built-in assessment and feedback tools to track impact assessment scores and comments. Survey and feedback platforms to collect and analyze feedback from participants, managers, and stakeholders. Integration Points [?] Integrate impact assessment data with performance management systems to identify correlations between training impact and employee performance. Link impact assessment results with learning needs analysis to tailor future training programs based on identified gaps. Change Impact [?] Improving 360-degree training impact assessment can lead to increased employee satisfaction, productivity, and overall organizational performance. Conversely, a decline in impact assessment scores may result in decreased employee morale, skill gaps, and potential negative impact on business outcomes.
Average Training Hours per Employee More Details	The total number of training hours provided to employees, divided by the number of employees, which shows the average amount of training each employee receives.	Indicates the investment in employee development and identifies if the training is adequate or excessive.	Tallies the total number of training hours and divides by the number of employees.	Total Training Hours / Total Number of Employees
Trend Analysis [?] An increasing average training hours per employee may indicate a focus on continuous learning and development within the organization. A decreasing average training hours per employee could signal budget constraints or a shift in priorities away from employee development. Diagnostic Questions [?] Are there specific departments or teams that are receiving more training hours than others? How does the average training hours per employee compare with industry benchmarks or best practices? Actionable Tips [?] Implement personalized development plans for employees to ensure targeted and effective training. Utilize e-learning platforms to provide flexible and accessible training opportunities for employees. Regularly assess the impact and effectiveness of training programs to make data-driven decisions for improvement. Visualization Suggestions [?] Line charts showing the trend of average training hours per employee over time. Stacked bar charts comparing training hours by department or employee level. Risk Warnings [?] Low average training hours per employee may lead to skill gaps and decreased employee engagement. High average training hours per employee without tangible results may indicate inefficiencies in the training programs. Tools & Technologies [?] Learning management systems (LMS) to track and manage employee training and development activities. Survey and feedback tools to gather insights from employees about the effectiveness of training programs. Integration Points [?] Integrate training data with performance management systems to assess the impact of training on employee performance. Link training hours with succession planning and talent management systems to identify and develop future leaders within the organization. Change Impact [?] Increasing average training hours per employee may lead to higher employee retention and improved overall performance. However, excessive training without tangible results can impact the organization's bottom line and employee morale.
Career Development Path Clarity More Details	The clarity and comprehensiveness of career development paths communicated to employees through training programs.	Assesses the effectiveness of the organization's career development communication and planning.	Measures employees' understanding of their career advancement opportunities.	(Percentage of employees with clear understanding of career paths / Total number of employees surveyed) * 100
Trend Analysis [?] Increasing clarity in career development paths may lead to higher employee satisfaction and retention. Decreasing clarity could result in disengagement and a lack of direction among employees. Diagnostic Questions [?] Are career development paths clearly defined and accessible to all employees? Do employees understand the requirements and opportunities for advancement within the organization? Actionable Tips [?] Regularly communicate and update career development paths to employees. Provide training and resources for managers to support employees in their career development. Offer mentorship programs to help employees navigate their career paths. Visualization Suggestions [?] Flowcharts showing the different career paths available within the organization. Comparison charts to track the progression of employees along their career paths over time. Risk Warnings [?] Unclear career paths may lead to talent drain as employees seek opportunities elsewhere. Employees may become disengaged and less productive if they feel there are no clear advancement opportunities. Tools & Technologies [?] HR software with career development tracking and planning features. Employee self-service portals for accessing and updating career development plans. Integration Points [?] Integrate career development paths with performance management systems to align individual goals with organizational objectives. Link career development paths with learning management systems to provide targeted training and development opportunities. Change Impact [?] Improving career development path clarity can lead to higher employee engagement and productivity. However, if not managed effectively, it could also lead to increased competition and potential conflicts among employees.
KPI Library $99/year Navigate your organization to excellence with 15,468 KPIs at your fingertips. Subscribe to the KPI Library CORE BENEFITS 58 KPIs under Learning and Development/Training 15,468 total KPIs (and growing) 328 total KPI groups 75 industry-specific KPI groups 12 attributes per KPI Full access (no viewing limits or restrictions) FlevyPro and Stream subscribers also receive access to the KPI Library. You can login to Flevy here.
Certification Completion Rate More Details	The percentage of employees who complete certification programs out of those who have enrolled.	Highlights the effectiveness of certification programs and potential barriers to completion.	The percentage of employees who complete certification programs out of those who started them.	(Number of Employees who complete certification / Number of Employees who started certification) * 100
Trend Analysis [?] An increasing certification completion rate may indicate improved engagement and commitment to professional development within the organization. A decreasing rate could signal issues with the quality or relevance of the certification programs, or a lack of support for employees to complete them. Diagnostic Questions [?] Are there specific certification programs that have significantly higher or lower completion rates? How does our certification completion rate compare with industry benchmarks or with similar organizations? Actionable Tips [?] Provide additional resources and support for employees pursuing certifications, such as study materials, dedicated study time, or financial assistance. Regularly review and update the content and requirements of certification programs to ensure they remain relevant and valuable to employees. Recognize and reward employees who complete certifications to encourage participation and completion. Visualization Suggestions [?] Line charts showing the trend of certification completion rates over time. Stacked bar charts comparing completion rates for different certification programs or departments. Risk Warnings [?] A low certification completion rate may indicate a lack of investment in employee development, leading to decreased motivation and retention. High completion rates without corresponding improvements in employee performance or skills may indicate low-quality or easily attainable certifications. Tools & Technologies [?] Learning management systems (LMS) that track employee progress and completion of certification programs. Survey tools to gather feedback from employees about the effectiveness and value of certification programs. Integration Points [?] Integrate certification completion data with performance evaluations to assess the impact of certifications on employee performance and development. Link completion rates with succession planning and talent management systems to identify and develop high-potential employees. Change Impact [?] Improving certification completion rates can lead to a more skilled and knowledgeable workforce, potentially increasing productivity and innovation. However, if certification requirements become too burdensome or irrelevant, it may lead to disengagement and decreased morale among employees.
Compliance Training Completion Rate More Details	The percentage of mandatory compliance training sessions successfully completed by employees.	Shows how well the organization is ensuring that employees meet mandatory training requirements.	The percentage of required compliance training modules completed by employees.	(Number of Completed Compliance Training Modules / Total Required Compliance Training Modules) * 100
Trend Analysis [?] A rising compliance training completion rate may indicate improved employee engagement and commitment to regulatory requirements. A decreasing rate could signal potential issues with training content relevance, delivery methods, or employee motivation. Diagnostic Questions [?] Are there specific compliance training modules that consistently have lower completion rates? How does our compliance training completion rate compare with industry benchmarks or regulatory standards? Actionable Tips [?] Offer more engaging and interactive training materials to increase employee participation and completion rates. Provide incentives or recognition for employees who consistently complete their compliance training on time. Regularly review and update training content to ensure it remains relevant and impactful. Visualization Suggestions [?] Line charts showing the trend of completion rates over time. Pie charts comparing completion rates across different compliance training modules. Risk Warnings [?] Low compliance training completion rates can expose the organization to legal and regulatory risks. Consistently low completion rates may indicate a lack of understanding or buy-in from employees regarding the importance of compliance training. Tools & Technologies [?] Learning management systems (LMS) with robust tracking and reporting capabilities to monitor completion rates and identify trends. Employee engagement platforms to gather feedback and insights on training effectiveness and employee perceptions. Integration Points [?] Integrate compliance training completion data with performance management systems to identify correlations between training and employee performance. Link completion rates with HR systems to ensure that non-compliance is appropriately addressed and managed. Change Impact [?] Improving compliance training completion rates can enhance overall organizational compliance and reduce the risk of legal penalties or fines. Conversely, low completion rates may lead to increased compliance violations and potential damage to the organization's reputation.
Cost per Employee Trained More Details	The cost incurred per employee for training.	Measures the efficiency of training expenditures and helps in budgeting for future training needs.	The total cost of training divided by the number of employees trained.	Total Cost of Training / Number of Employees Trained
Trend Analysis [?] The cost per employee trained may increase over time due to inflation, rising training material costs, or the need for more specialized training. A decreasing cost per employee trained could indicate more efficient training methods, economies of scale, or better utilization of training resources. Diagnostic Questions [?] Are there specific training programs that are disproportionately driving up the cost per employee trained? How does the cost per employee trained compare with industry benchmarks or with the return on investment from training? Actionable Tips [?] Implement e-learning or virtual training to reduce costs associated with physical materials and facilities. Consolidate training programs and providers to negotiate better rates and streamline administrative processes. Regularly review and update training content to ensure it remains relevant and effective, reducing the need for frequent retraining. Visualization Suggestions [?] Line charts showing the trend of cost per employee trained over time. Pie charts comparing the distribution of training costs across different departments or programs. Risk Warnings [?] High cost per employee trained may lead to budget overruns and reduced investment in other critical HR initiatives. Significant fluctuations in the cost per employee trained may indicate inconsistent or unpredictable training expenses that can impact financial planning. Tools & Technologies [?] Learning management systems (LMS) to efficiently deliver, track, and manage training programs. Cost management software to monitor and analyze training expenses, identify cost-saving opportunities, and optimize budget allocation. Integration Points [?] Integrate cost per employee trained data with performance management systems to assess the impact of training on employee productivity and effectiveness. Link training cost data with talent management platforms to align training investments with career development and succession planning. Change Impact [?] Reducing the cost per employee trained can free up resources for other HR initiatives, such as recruitment, retention, or employee engagement programs. However, cost-cutting measures should be balanced with the need to maintain training quality and effectiveness to avoid negative impacts on employee performance and satisfaction.

In selecting the most appropriate Learning and Development/Training KPIs from our KPI Library for your organizational situation, keep in mind the following guiding principles:

Relevance: Choose KPIs that are closely linked to your Human Resources objectives and Learning and Development/Training-level goals. If a KPI doesn't give you insight into your business objectives, it might not be relevant.

Actionability: The best KPIs are those that provide data that you can act upon. If you can't change your strategy based on the KPI, it might not be practical.

Clarity: Ensure that each KPI is clear and understandable to all stakeholders. If people can't interpret the KPI easily, it won't be effective.

Timeliness: Select KPIs that provide timely data so that you can make decisions based on the most current information available.

Benchmarking: Choose KPIs that allow you to compare your Learning and Development/Training performance against industry standards or competitors.

Data Quality: The KPIs should be based on reliable and accurate data. If the data quality is poor, the KPIs will be misleading.

Balance: It's important to have a balanced set of KPIs that cover different aspects of the organization—e.g. financial, customer, process, learning, and growth perspectives.

Review Cycle: Select KPIs that can be reviewed and revised regularly. As your organization and the external environment change, so too should your KPIs.

It is also important to remember that the only constant is change—strategies evolve, markets experience disruptions, and organizational environments also change over time. Thus, in an ever-evolving business landscape, what was relevant yesterday may not be today, and this principle applies directly to KPIs. We should follow these guiding principles to ensure our KPIs are maintained properly:

Scheduled Reviews: Establish a regular schedule (e.g. quarterly or biannually) for reviewing your Learning and Development/Training KPIs. These reviews should be ingrained as a standard part of the business cycle, ensuring that KPIs are continually aligned with current business objectives and market conditions.

Inclusion of Cross-Functional Teams: Involve representatives from outside of Learning and Development/Training in the review process. This ensures that the KPIs are examined from multiple perspectives, encompassing the full scope of the business and its environment. Diverse input can highlight unforeseen impacts or opportunities that might be overlooked by a single department.

Analysis of Historical Data Trends: During reviews, analyze historical data trends to determine the accuracy and relevance of each KPI. This analysis can reveal whether KPIs are consistently providing valuable insights and driving the intended actions, or if they have become outdated or less impactful.

Consideration of External Changes: Factor in external changes such as market shifts, economic fluctuations, technological advancements, and competitive landscape changes. KPIs must be dynamic enough to reflect these external factors, which can significantly influence business operations and strategy.

Alignment with Strategic Shifts: As organizational strategies evolve, evaluate the impact on Human Resources and Learning and Development/Training. Consider whether the Learning and Development/Training KPIs need to be adjusted to remain aligned with new directions. This may involve adding new Learning and Development/Training KPIs, phasing out ones that are no longer relevant, or modifying existing ones to better reflect the current strategic focus.

Feedback Mechanisms: Implement a feedback mechanism where employees can report challenges and observations related to KPIs. Frontline insights are crucial as they can provide real-world feedback on the practicality and impact of KPIs.

Technology and Tools for Real-Time Analysis: Utilize advanced analytics tools and business intelligence software that can provide real-time data and predictive analytics. This technology aids in quicker identification of trends and potential areas for KPI adjustment.

Documentation and Communication: Ensure that any changes to the Learning and Development/Training KPIs are well-documented and communicated across the organization. This maintains clarity and ensures that all team members are working towards the same objectives with a clear understanding of what needs to be measured and why.

By systematically reviewing and adjusting our Learning and Development/Training KPIs, we can ensure that your organization's decision-making is always supported by the most relevant and actionable data, keeping the organization agile and aligned with its evolving strategic objectives.

KPI Library

$99/year

Navigate your organization to excellence with 15,468 KPIs at your fingertips.

Subscribe to the KPI Library

CORE BENEFITS

58 KPIs under Learning and Development/Training
15,468 total KPIs (and growing)
328 total KPI groups

75 industry-specific KPI groups
12 attributes per KPI
Full access (no viewing limits or restrictions)

FlevyPro and Stream subscribers also receive access to the KPI Library. You can login to Flevy here.

Related Resources on the Flevy Marketplace

Training Needs Analysis (TNA)

72-slide PowerPoint, Word

Operational Excellence Consulting

$69.00

Add to Cart

TWI Program: Job Instruction (JI) Training

131-slide PowerPoint, ZIP

Operational Excellence Consulting

$69.00

Add to Cart

TWI Program: Job Relations (JR) Training

70-slide PowerPoint, ZIP

Operational Excellence Consulting

$69.00

Add to Cart

Workforce Planning - Implementation Toolkit

Excel template, ZIP

Gerard Blokdijk

$249.00

Add to Cart

Code of Conduct Training

25-slide PowerPoint

PA Services Group

$70.00

Add to Cart

TWI Program: Job Methods (JM) Training

79-slide PowerPoint, ZIP

Operational Excellence Consulting

$69.00

Add to Cart

Training Within Industry (TWI) Frameworks

63-slide PowerPoint, ZIP

Operational Excellence Consulting

$49.00

Add to Cart

Training Evaluation Model (TEM)

71-slide PowerPoint

Operational Excellence Consulting

$59.00

Add to Cart

Trusted by over 10,000+ Client Organizations

Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.