Hello! When the business world is all about data, HR can't really do without some data thinking. However, have you ever noticed that most training data mining is still stuck on the aggregation of regular outcome data such as hours per capita, course satisfaction, etc.?

This purely linear training data and management only stays on the surface of the data, so that the development of training in the actual needs of the business and talent, training people also need to be continuous dynamic data thinking, for example:

-? Training needs, training staff capacity long and short boards can be diagnosed through the data to find

-? The data of training results can also reflect the problems and highlights in demand diagnosis, program design, program implementation and other aspects.

Thus, data becomes the underlying logic of training development. Not only do you get more support, but you also make your training more impressive!

How exactly do you collect training data?

Koch's four-level training evaluation model I believe HR will not be unfamiliar with, this is the world's most widely used training evaluation tool.

Level 1: Response Level Assessment

The assessment is of the participant's feelings and evaluation of the site.

Generally carried out at the end of the training, it is to understand the overall feeling of the participants, according to the content to be understood, you can know the participants of the training teacher's feelings and evaluation, the training site, environment, training time and evaluation of the feelings and evaluation of the number of training content and whether the usefulness of the feelings and evaluation of the organization and management of training and the evaluation of the feelings and evaluation. They can be collected through various questionnaires or interviews, so I will not go into details.

Level 2: Learning Level Assessment

The assessment is of the extent to which participants understand the knowledge, skills, and attitudes espoused by the training.

The question HR needs to ask employees at this stage is "Did you learn?" This level of assessment is also required at the end of the training. If there is objective test data on the mastery of knowledge, skills, etc., or even a comparison before and after learning, it will make this level of assessment more scientific and comprehensive. This is a point where a few online learning products can excel, capturing the learning performance of trainees throughout their learning journey.

Level 3: Behavioral Assessment

This level assesses the extent to which the knowledge, skills, and attitudes mentioned in the training have been applied in the actual workplace, i.e., whether or not they have been put to use by the participants after the training has been completed. This level is more difficult, and in the past, the common method was manual observation or interviews. In the era of online learning, online scenarios can be supplemented with online simulations to test the behavioral presentation of challenging scenarios and obtain behavioral rating data, which on the one hand is conducive to measuring and evaluating the effectiveness of the training program, and on the other hand, it also helps the trainees not to forget what they've learned but to use it after they've learned it.

Fourth level: the results of the level of assessment (focus, difficulty, the boss is most concerned about the point)

Also known as ROI, return on investment, in layman's terms is the training brought how much economic level of income. This is the most important part of the evaluation, but also the most difficult step in the actual operation.

Because of the improvement of employee performance, the increase in output is due to a variety of reasons **** with the production, not only by the training benefits. Therefore, it is inevitable that there is a difficult assessment, it is recommended to calculate the three aspects of training ROI to arrive at the fourth level of assessment:

1. Calculate how much business value the training contributes

2. Calculate the data on the quality of the work and the cost reductions of the employees trained

3. Calculate the cost of the off-the-job training

At the same time, if you can obtain more dimensional At the same time, if we can obtain more dimensions of data, we can provide a certain basis for the enterprise's next talent development decision-making, which is also a kind of gain to avoid the waste of future investment in talent cultivation. Therefore, regardless of whether the enterprise training has been digital transformation, HR must first need to have data thinking.

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