10 Accurate Training Metrics To Always Include In Your Learning Analytics Report

10 Accurate Training Metrics To Always Include In Your Learning Analytics Report
Summary: Utilizing learning analytics for effective training evaluation is one of the best ways your organization can determine the true ROI of its training and development programs. What is even better is that learning professionals can use their findings from data analytics to develop training solutions that improve learning experiences and help companies attain their business goals.

Creating A Learning Analytics Report That Measures Training Impact Accurately

Organizations across nearly every industry invest millions of dollars in L&D and online training programs to improve employee performance. The most successful training programs have been found to not only improve performance but also increase the organization's bottom line by increasing employee retention and engagement rates. Recent studies have found that companies that invest in effective training programs can have up to 24% higher profit margins than companies that do not [1].

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However, a lot of the money that is invested in employee development and training is wasted on ineffective training. What is worse is that often in these cases, Learning and Development professionals struggle to determine what is causing poor training results.

Fortunately, this struggle can be alleviated by using learning analytics to track key learner metrics that help L&D teams evaluate their learning programs and make data-driven decisions to improve the learning process.

Whether you are using a built-in analytics tool that comes with your Learning Management System (LMS) or an advanced analytics system, you are likely to collect a significant amount of data. It can be difficult to determine what information is the most important and what should be included in your analytics report. Although every training program is unique, there are 10 training metrics you should always consider including in your reporting.

Metrics To Measure The Effectiveness Of Your Training

Training effectiveness is commonly measured by using the Kirkpatrick model and the 4 levels of evaluation. The levels are reaction, learning, behavior, and results. Each of the metrics listed below contributes to measuring one of these 4 levels of evaluation.

1. Course Enrollment Data

Enrollment numbers can give you some insights into how many employees are currently engaged in training. It is also useful to track how many employees have unenrolled from training as well. This can let you know who has completed the training or if there are learners who have lost interest in the course. This metric contributes its data to the reaction level of measurement.

2. The Number Of Learners Passing And Failing The Program

Quiz and assessment scores can let you know if employees are simply taking courses or if they are retaining what they have learned. High passing numbers are an indicator that the employees are retaining what they learn. This metrics data is most relevant to the learning level of evaluation.

3. User Activity Details

User activity will give you deeper insights into employee engagement levels and their reactions to different pieces of training content. This data will help you determine where employees are the most engaged and if there are areas they are beginning to lose interest in.

4. Most Viewed Course Materials

This will help you identify what pieces of content learners like and what is working effectively. For example, if employees are watching a training video multiple times or leaving many comments, it may be an indicator that these are engaging pieces of training content. The data from this metric contributes to the reaction level of measurement.

5. Performance Data

By tracking and analyzing the test scores and responses in more detail, you will be able to get a better understanding of whether or not employees are retaining information well enough for them to apply it on the job. This particular metric is useful for the learning, behavior, and results levels of measurement. If employees are able to both remember and apply their training on the job, it will improve employee performance, which is the desired result.

6. Time Spent Training

The amount of time spent training will help you identify areas that employees may be struggling with. This impacts each level of measurement. If many employees are struggling with a certain piece of content, revisions may need to be made.

7. Highest And Lowest Performing Employees

By grouping high and low performers into groups, you can better determine why training is more effective for some learners than for others. For example, you may find that some learners learn best by watching videos and others perform better when working through simulations.

8. Clusters Or Patterns In Learner Behavior

Looking at clusters and patterns is much like analyzing high and low performers. This metric will help you find ways you can improve learning experiences for different groups and learning types.

9. Assessment Attempts

This metric is another one that will help you identify problem areas. If employees are having to repeatedly retake assessments and have little improvement, this area should be investigated in more detail.

10. Where Learners Are In Their Journey

Looking at where learners are at in the training program will help you better understand their progress and let you know if anyone is stuck. This will help your L&D team identify any problem areas that may need to be addressed.


Effective employee training has a significant positive impact on your organization, but you can only truly measure the impact of your employee training programs if you have the right tools and data. Tracking the right training metrics with learning analytics can help you get the results you are looking for and help you sustain your training endeavor. With learners' changing needs, training must be reworked as well. But the process of tracking and analyzing the effects of training must be continuous to make sure that it is having the desired outcome and results.

It is rare to hear any organization claim that “training is overrated!”. The importance and relevance of training is clear. But at the end of the day, the results must speak for themselves. With the right analysis metrics, the value of training can be duly demonstrated and the budgets directed for training well-justified.

To learn more about how you can use learning analytics to improve employee training, read the eBook The Power Of Learning Analytics: Measuring L&D Outcomes For Business Performance. If you're curious about how to use learning analytics for remote workforce engagement, join the webinar, too!


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[1] Not Investing in Employee Training Is Risky Business