Make it Measurable

Perhaps the thing that gets missed most when designing learning is measurement. If training is taking place in the workplace, it's not just about learning new things; it's about creating a change for the better. One of the most important aspects of instructional design is analyzing how to determine if that change is taking place.

Too often measurement depends upon assessment. The learner is presented with a multiple choice test at the end of the course and this is considered a indication of whether or not the training is effective, but this is misleading. A level 2 assessment can help determine short-term retention but is not an indication of key performance indicator (KPI) change. What is needed is a determination of long-term application of the skill. The true goal of training is to see a return on investment due to an increase in skill and performance. Learners shouldn't just be able to pass a test, they should be able to make a change in their behavior that moves the needle for the business.

There are many ways to measure performance change. The first, and possibly most important, is data. When designing effective training it is important to tie the objective in to available data. If the objective is to improve customer service the instructional designer should know where the customer survey data is available and what questions are being asked on the survey. If the training deals with manufacturing, quality assurance data should be available to determine whether the training is having an impact. More than anything, data is the instructional designer's best friend.

The other necessity is following up. It's not enough to simply create the training and then set it loose in the universe to roam free. Following up after the training helps determine return on investment (ROI). Tracking improvement using data allows an iterative process to improving the training, as well. Learners should be revisited months after the training took place to see if the knowledge and skills were retained and if there has been positive improvement in the KPI. In the end, it's up to the instructional designer to be certain that the results of training are measurable and that they are actually measured.