Identify Training Needs

Training Programs involve significant investment in terms of time and money. Measuring the ROI of training thus becomes critical. Evaluate effectiveness of your training programs through scientifically validated techniques.


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Understanding the Training Lifecycle


1. Identify Training Needs

Address the Why, Who & What of your training.

2. Pre-Training Assessment

Gauge employee proficiency in desired competencies.

3. Training

Develop key competencies in employees based on skill gaps.

4. Post-Training Assessment

Measure improvement in competencies over training.


How Mettl Helps

Measure the ROI of your training program with Mettl's Pre & Post Assessment Framework


Pre- Training Assessment

Mettl's Pre Training Assessments are customized for specific competency framework for the training. Administered prior to training, these assessments measure current proficiency level of desired competencies.

Post-Training Assessment

Mettl's post training assessment framework is designed basis Kirk Patrick 4 level training evaluation model, the worldwide standard for evaluating the effectiveness of training.

Measuring Training Effectiveness

Based on Kirk Patrick 4 Level Training Evaluation Model


1. Reaction

Measures how trainees reacted to training w.r.t the instructor, content & presentation. Quality of feedback, captured by the instructor right after training is linked to effectiveness of training.

2. Learning

Measures how much knowledge trainees were able to retain after the training. Mettl's Pre & post assessments measure trainee's Knowledge right before and 3 months after the training.

3. Behaviour

Measures how trainee's behaviour improved basis application of knowledge. Mettl's 360 degree feedback tool evaluates actual change in behaviour experienced by manager, peers and subordinates.

4. Results

This step involves measuring the impact of improvement in competencies among employees in affecting improvement in business goals, generally carried out by HR team incharge of training.


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