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About STAM

  • Leading Learning Solutions provider
  • Expertise in Web Based Product Training
  • Focus on Technology Vertical
  • Global clientele including Fortune 500 companies
  • ISO 9001 Certified

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sales@staminteractive.com Tel - 732.329.2747


How can you tell if your training is working?
For anyone spending money on training and looking for results, a transparent mechanism to measure returns on investment is an absolute necessity. Specially so when you need to make every dollar deliver value. You and your organization are likely to have several questions: Is your training working? Is it getting you results? Are your training dollars – spent on e-learning or otherwise – getting any of that magic ROI? How will you know? What should you be measuring? Where are the numbers?

Measuring ROI can be as simple or complex as your definition of the returns you want from training. The simple scenario: Focus on and add up the tangible savings – travel costs, accommodation and logistics costs and the like. Even with this simple calculation, the results are likely to add up, especially if a large number of learners are involved.

The slightly complex scenario would be to measure training effectiveness. This works at different levels.
  • How many people took a course and finished it? This might tell us if learners were motivated (by carrot, stick, or personal interest) to finish the course. It does not tell us anything about what the learner actually retained of the learning.
  • How many passed the end-of-training assessment? The assessment may have tested the learners’ ability to recall certain information or it measured (to some extent) the learner’s ability to apply information in a work context. It still does not tell us if the learners will actually use this learning on the job. It only tells us there is a potential and possibility for them to use it.
  • Did the training lead to improved performance on the job? This gets trickier to measure. The organization needs to invest in measuring “before-after” performance, which can, in itself, be complex. Also, there is no fail-proof method to attribute improved (or decreased) performance to the learning alone. Performance might well increase on account of a process improvement, a commission structure, technology development, better morale ... and there would be no way of isolating the parameters to reliably measure them.
  • Did the training make a difference to my business? This is the toughest to track. Typically, in this case, an organization is asking questions such as “Did sales and customer satisfaction improve?”, “Did the time-to-market go down?”, “Are the employees happy to be working in this organization?”. These measures of business success can be directly impacted by the quality of learning in an organization. Only, there’s no way to conclusively prove it.
Any strategic thinking on training ROI needs to consider these issues. While there are no easy answers, many options exist to generate some kinds ofs data which could give you some idea of your training’s effectiveness, if not the whole truth.
Everything that can be counted does not necessarily count; everything that counts cannot necessarily be counted

– Albert Einstein