7 Key Metrics When Tracking Simulation Training

Designing Digitally


Technology is advancing fast, and virtual simulations are becoming the norm in corporate employee training. There are various platforms for improving staff skills and knowledge, like VR, AR, online desktop simulations, and a mix between them. But, running a simulation program alone doesn't guarantee success. You must gather and analyze the data that comes out of these courses, setting up some metrics beforehand can come in handy. Metrics and key performance indicators (KPIs) are essential in tracking simulation training outcomes. 

To get reliable metrics, you first need to establish your KPIs. These should be based on values and what is important to develop within the business. Metrics are simply numbers that result from analyzing training simulation KPIs for each department, so you can set them up for various departments such as accounts, marketing, system operations, and more. The two you should pay special attention to are the business and employee performance metrics.

Business Metrics

Tying your KPIs to your business objectives should yield reliable metrics. Training simulations are shown to be more effective in training staff when compared to traditional educational models. Such immersive learning environments engage the learner in real-life situations, which means that employees can improve their problem-solving skills in a virtual setting while removing the fear of failure.

When assessing business growth through employee performance, your simulated training tracking should include:

Competency Assessment 

Competent employees translate into higher business revenue. Also, employees who feel encouraged to grow and become better at what they do tend to stick around longer. As a direct result, your customer satisfaction will increase as your employee is happier with their work. This is why measuring employee competency during and after training is very important. It is not enough to base your conclusions about training effectiveness solely on the multiple-choice test given at the end of the course.

An interactive competency assessment strategy will paint a clearer picture of what your employees are doing right, what they need help with, and what needs to change within the program. Short quizzes, mini-modules, and effective real-world job implementation can give you the correct metrics for further development.

Job Application

Simulated training tracking should also look at how new skills and knowledge impact your employees' performance. Are they applying what they have learned to do their job more efficiently? To get a better idea of whether your training course is successful, you need to record and measure:

  1. Increases in emails or calls per day
  2. Increase in closed sales per day
  3. Higher customer ratings
  4. Sizes of deals closed

ROI (Return on Investment)

Regardless of the type of business, overall success reflects in the bottom line. You'll need to measure revenue growth, although this might be difficult to link directly to your training courses. This is where attention to detail comes into play. You'll need to:

  1. Establish clear training objectives and metrics
  2. Hire a training professional
  3. Decide which employees need training
  4. Gather and analyze resulting data (metrics)
  5. Compare training cost with training Return on Investment

Doing this will help you better correlate ROI and employee training effectiveness.

Employee Performance Metrics

The efficiency of your tracking for training simulations is directly linked to employee performance. An interactive program will adjust to employee needs and appropriately bridge their gaps in skill and knowledge. Make sure to check the program's efficiency versus employee on-the-job results constantly.

A successful course should yield corresponding positive metrics. For resulting data to be valuable, you'll need to look at employee course attendance, which is a simple but efficient key performance indicator. You can measure the number of sign-ups, employee attendance for each course, and program attendance for each staff member. Gathering these metrics will help you learn more about employee satisfaction with the course and how the training course is performing as a whole.

It's vital that employees feel they are getting enough value out of the training. For this to happen, you'll want to set clear expectations and show what benefits the training will bring. You can then survey your employees to figure out what needs improving. You'll also need to structure the course content to provide max engagement.

One way to do this is through gamification. If your staff perceives the training as being fun, they're more likely to complete it. Completion rate is a good indicator of how well training is going and how useful it is to employees.

Course Completion Time

If the training you're offering is over an online platform, your employees will go through the course at their own pace. Measure how long it takes for each employee to complete the training. Keep in mind that learners have different learning curves. Still, if most employees take a long time to complete the program, you need to make adjustments.

Survey your employees about the course content and how valuable they believe it is to their current job performance. Doing this will allow you to:

  1. Make the necessary changes to the training
  2. Evaluate employee satisfaction
  3. Figure out how to encourage course sign-up and completion

Employee Testing

We've mentioned before that competency assessment is one of the most critical KPIs. The resulting metrics will indicate:

  1. Individual employee progression
  2. Average scores
  3. Scores of untrained employees

This data will allow you to pseudo-experimentally compare the employees' performance of those who take the training versus those who don't. This information will enable you to assess the quality of your simulation training.  As a result, you'll get insight into the program's impact. If trained learners get higher scores, you can consider expanding it to the whole team. Still, higher scores don't necessarily reflect higher employee on-the-job competence. For this, you'll need to get direct feedback from your staff.

Trainee Satisfaction

It might not be obvious, but trainee satisfaction is an essential metric for various reasons. The course's overarching success depends on how much learners are enjoying the material. Learning through doing and learning through play is, in most cases, the most efficient learning tool.

The purpose of employee training is business growth and to increase the bottom line. Thus, skills and knowledge acquired in a fun learning environment will translate into better task performance. In the long run, this will increase business success and earnings.

Tracking Simulation Training Leads to Growth

Although KPIs and metrics are critical in conducting good business, employee job happiness should be your starting point. Get to know your staff personally, learn what motivates them, and ask them what they think about the training course. 

Keep these seven metrics in mind when formatting the employee training program. To maximize your chances of success, arm yourself with the proper knowledge, and don't be afraid to seek help from experts for guidance.

Please note our team initially published this article on elearningindustry.com.

Please note our team updated this article on 3/25/2021.