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Measuring Training Activity

It is important to remember that evaluation can also involve determining the extent to which learning and training activities and the training function contribute to the company strategy and help achieve business goals. Metrics are used to determine the value that learning activities or the training function provide to the company. Big data refers to complex data sets developed by compiling data across different organizational systems including marketing and sales, human resources, finance, accounting, customer service, and operations. Three dimensions characterize big data: volume, variety, and velocity. Big data can be used for many purposes, including to evaluate the effectiveness of learning and development programs, determine their impact on business results, and develop predictive models that can be used for forecasting training needs, course enrollments, costs, and outcomes. Using big data requires the use of workforce analytics. Workforce analytics refers to the practice of using quantitative methods and scientific methods to analyze data from human resource databases, corporate financial statements, employee surveys and other data sources to make evidence-based decisions and show that human resource practices (including training, development, and learning) influence important company metrics.