What is training effectiveness?
Training effectiveness refers to an assessment of how effectively a training program achieved its intended outcomes of an employee development program. It encompasses the skills, knowledge, and behaviors that employees acquire and apply in their roles, ultimately contributing to organizational goals.
Close training gaps, open development pathways!
Build a customized, targeted, data-backed skilling strategy with us
What to train?
Define skilling requirements for the present and future
Assess the current skills of employees vis-à-vis the requirements
Who to train?
Identify agile learners to be trained on specific skillsets
Upskill/Reskill
Build targeted skilling and development plans to upskill/reskill
Training effectiveness
Measure the ROI of training programs
Evaluate training effectiveness based on Kirkpatrick’s model
Reaction
Learning
Behavior
Results
We're here to support you at every stage of your skills measurement journey
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Discover tailored solutions and transform your training programs into powerful performance drivers!
Hear from our clients
![Digitizing Technical Assessment Process with Mercer | Mettl I/O for Chordify [Client Testimonial]](https://img.youtube.com/vi/acJn56-ZbGM/hqdefault.jpg)
When you have an assessment platform such as Mercer | Mettl, you have done your homework. You know the candidate is good enough. So you are saving time.
- Varun Berry
Managing Partner, Operations, Chordify & CEO, Intulog
![Incorporating Talent Assessments in Hiring Process for Indus Valley Partners [Client Testimonial]](https://img.youtube.com/vi/mkZfWv7gsxE/hqdefault.jpg)
The turnaround time has been fantastic from day one till now. It has been two years now, and we have had no complaints about the turnaround time of their account managers. We started by discussing the online assessment tool. Later on, we went on to inquire about other products and services provided by them.
- Sweta Mishra
Director HR, IVP
![Reshaping the Talent Strategy of Telkom Indonesia with Talent Assessments [Client Testimonial]](https://img.youtube.com/vi/2FB729vPLvg/hqdefault.jpg)
Once people have undergone Mercer | Mettl's assessments, we are not worried about their technical prowess. We believe they can be developed further to contribute to Telkom's survival in the digital world.
- Gede Agus Putrawirawan
Manager - Business Planning and Performance, Telkom Indonesia
![Modern Foods Industry Success Story [Client Testimonial]](https://img.youtube.com/vi/Ozwop59lbh4/hqdefault.jpg)
The validity of Mercer | Mettl's assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
- Sonal Kapur Sinha
CHRO, Modern Foods
![Building a Successful Sales Team with CP Plus [Client Testimonial]](https://img.youtube.com/vi/crNQjZJ0vfE/hqdefault.jpg)
We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client’s problem to seamless integration with our applicant tracking system, Mercer | Mettl’s assessments ticked all the checkboxes in our wishlist and delivered within our timelines. There is no better validation than what we have witnessed - ou
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- Arpan Anand
CHRO, Aditya Infotech Limited (CP PLUS)
Customer success stories
Here’s how we helped our customers transform their strategies and build winning teams
About
Telkom is Indonesia's largest telecommunication and network provider that holds about 50% of the market share and has a workforce of close to 25,000.
Business challenges
- What should be the three-year talent strategy - develop or acquire?
- What percentage of the existing workforce can be reskilled or redeployed?
Solution
- Organization-wide and function-specific competency blueprints
- Workforce clustering to identify candidates for skill assessment
- Setting global benchmarks for all the technical skills
- Analyze results and create the strategic roadmap for reskilling and redeployment of employees
Impact
- Mercer | Mettl tests have been reliable and accurate in predicting job performance. Re-defining organizational talent strategy for the next three years
- Clear identification of skills gap and re-trainable workforce
- Deploying learning programs per the skill gaps identified
Related products and solutions
FAQ
Pre- and post-training assessments: Conduct assessments before and after the training to evaluate knowledge and skill improvements. This can include quizzes, tests, or practical evaluations.
- Feedback surveys: Gather feedback from participants through surveys to assess their satisfaction with the training content, delivery, and relevance. Questions can focus on what they learned and how they plan to apply it.
- Behavioral observations: Monitor changes in employee behavior and performance on the job after training. This can involve direct observation or feedback from supervisors regarding improvements in skills and productivity.
- Performance metrics: Analyze key performance indicators (KPIs) related to training objectives. This could include sales figures, customer satisfaction scores, or productivity rates to determine if there has been a measurable impact.
- Return on investment (ROI): Calculate the ROI of the training program by comparing the costs of training against the financial benefits gained from improved performance. This can help justify the investment in training initiatives.
- Long-term tracking: Assess the long-term impact of training by tracking employee performance over time. This can help determine if the skills learned are being retained and applied effectively.
Conduct a training needs analysis: Identify the specific skills and knowledge gaps within your organization. Engage with employees and stakeholders to understand their training needs and objectives.
- Set clear objectives: Define measurable learning objectives that align with organizational goals. Ensure that these objectives are specific, achievable, relevant, and time-bound (SMART).
- Design engaging content: Develop training materials that are interactive, relevant, and tailored to the audience. Use a variety of formats, such as videos, simulations, and hands-on activities, to enhance engagement.
- Choose the right delivery method: Select the most effective training delivery methods based on the content and audience. This could include in-person workshops, e-learning modules, blended learning, or on-the-job training.
- Implement the training program: Roll out the training program, ensuring that all logistical aspects are in place. Communicate the training schedule and expectations clearly to participants.
- Evaluate and adjust: After the training, gather feedback and assess the effectiveness of the program. Use this information to make necessary adjustments and improvements for future training initiatives.
- Relevance: Training content must be directly applicable to the employees' roles and responsibilities. It should address specific skills and knowledge that employees need to perform their jobs effectively.
- Engagement: The training program should actively engage participants through interactive and participatory methods. Engaged learners are more likely to retain information and apply it in their work.
- Support: Providing ongoing support and resources after training is crucial for reinforcing learning. This can include access to additional materials, mentorship, or follow-up sessions to address questions and challenges.
- Measurement: Establishing clear metrics to evaluate training effectiveness is essential. This includes assessing knowledge retention, behavior change, and overall impact on performance to ensure that training objectives are met.
