We share the most used and important training KPIs you need to track to measure the effectiveness of your training.
You know how hard it is to demonstrate the tangible value of their training initiatives.
According to the LinkedIn Learning Report, 41% of training and development leaders expect to have a larger budget.
But how are you getting that sign-off without solid proof of how your L&D work is impacting the bottom line?
According to research, companies that lead with data are 58% more likely to achieve their revenue goals.
So what are you missing?
KPIs.
With the right training KPIs in play, you can ensure that your training efforts aren’t just enhancing employee skills but also contributing to overarching business success.
Keep reading to learn:
- What training KPIs are
- Benefits of tracking training KPIs
- Key training KPIs you need to track
Let’s get started.
What are training KPIs?
Training KPIs (key performance indicators) are specific, quantifiable metrics used to evaluate the success and effectiveness of training and development initiatives within an organisation.
They provide a structured way to assess whether training meets its intended objectives, such as improving skills, increasing productivity, enhancing employee engagement, or supporting business goals like compliance, retention, or innovation.
Training KPIs help L&D teams move beyond anecdotal feedback or assumptions by offering concrete data that can inform decisions.
These indicators allow you to:
- Monitor progress over time
- Identify areas for improvement in training design or delivery
- Measure alignment between training outcomes and strategic business goals
- Demonstrate the value of training programmes to stakeholders or leadership
By tracking the right KPIs, organisations can ensure their investment in training is not only cost-effective but also genuinely contributing to employee development and company performance.
Benefits of tracking key training KPIs
Tracking training KPIs isn’t just a box-ticking exercise, it’s how you turn learning into measurable impact.
Whether you’re looking to prove the value of your L&D efforts or fine-tune your approach, having the right data at your fingertips makes all the difference.
Here’s why keeping an eye on training KPIs is well worth your time.
Measure impact
Track how well training translates into real-world skills and improved performance.
Boost ROI
Understand which programmes deliver value and which need rethinking.
Drive accountability
Set clear expectations and ensure learners and managers stay on track.
Spot gaps early
Use data to flag issues in knowledge, engagement, or delivery before they escalate.
Improve engagement
Refine training based on what resonates most with learners.
Support compliance
Easily monitor completion rates for required or regulated training.
Inform strategy
Make evidence-based decisions that align training with business goals.
Training KPIs you should be tracking and why
Having an understanding of your key metrics means you can make impactful changes to your learning.
For example, you might notice a high completion rate and deduce that that particular course is especially engaging.
Related: Employee training statistics to take note of
You could also be collating learner feedback to understand the relevance and quality of the material presented.
That leaves you with both qualitative and quantitative data to make data-driven decisions.
By focusing on these KPIs, L&D leaders can make informed decisions, demonstrate the value of their programmes, and drive continuous improvement in training and development initiatives.
Sound good?
Let’s see which training KPIs you need to track.
Training effectiveness and quality KPIs
Training effectiveness and quality are crucial KPIs that measure how well a training programme meets its objectives.
This includes evaluating knowledge retention, skill application on the job, and overall learner satisfaction, ensuring the training is both impactful and relevant.
1. Knowledge retention rate
Knowledge retention rate measures how well learners remember and understand the training content over time.
Related: What is learning retention?
This metric is crucial because it indicates whether the training was effective in delivering lasting knowledge. To track this, organisations can use follow-up assessments or quizzes administered weeks or months after the training.
Comparing these results with initial post-training assessments helps determine how much information has been retained.
2. Skill acquisition and application
Skill acquisition and application assess how effectively employees learn and apply new skills in their job roles.
This is important because the ultimate goal of training is to enhance job performance and productivity.
Tracking this involves practical evaluations, real-world assignments, or manager feedback to see if employees can implement the skills they’ve learned.
Observing job performance before and after training also helps gauge the impact.
3. Learner satisfaction
Learner satisfaction measures how participants feel about the training experience, including the relevance, quality, and delivery of the content.
High satisfaction rates typically indicate that the training is engaging and valuable.
Organisations can collect this data using post-training surveys or feedback forms, often incorporating a Net Promoter Score (NPS) to gauge whether learners would recommend the programme to others.
4. Training completion rate
Training completion rate shows the percentage of participants who finished the entire training module.
This metric is essential as it reflects the engagement and accessibility of the training.
High completion rates suggest the content is well-structured and interesting, while low rates may indicate issues like complexity or poor user experience.
Tracking completion is straightforward using an LMS that log course progress.
Engagement and participation training KPIs
Engagement and participation KPIs measure the level of interaction and involvement of learners during training sessions.
By tracking metrics such as attendance rates, active participation, and drop-off points, L&D leaders can evaluate how effectively the content captures attention and maintains learner interest.
5. Attendance rate
Attendance rate tracks how many participants actually attend live or instructor-led training sessions compared to the number registered. Or equally, in digital learning, the enrolment to completion rate.
This metric helps L&D leaders gauge interest and commitment. A low attendance rate may signal scheduling conflicts, low relevance, or other engagement issues.
It is typically tracked through sign-in sheets or digitally via your LMS.
💡 Pro Tip
We looked at LMS user data for our customers in 2024 and found some interesting trends in regards to course enrolments and completions.
Read the full state of L&D report
6. Active participation rate
Active participation rate measures how engaged learners are during the training, such as asking questions, joining discussions, or completing interactive activities.
High participation usually indicates that the training is stimulating and effective in keeping attention.
This can be tracked using engagement analytics from virtual training platforms or by monitoring activities within eLearning modules such as engagement with forums and discussions.
7. Drop-off rate
Drop-off rate shows the point at which learners disengage or exit a training module before completion.
It’s a valuable metric for identifying areas where the content may be too difficult, uninteresting, or poorly structured. Tracking drop-off points helps in refining the curriculum to improve completion rates.
LMS platforms like ours will provide insights into where users stop engaging with the content.
8. Average time spent
This metric shows how much time learners spend engaging with training content, helping L&D leaders understand content consumption patterns.
It’s useful for optimising module lengths and formats. It might inform you to invest in microlearning options.
Learning platforms typically provide analytics on time spent per module or session.
9. Content access frequency
Content access frequency tracks how often specific training modules or resources are accessed.
This helps identify popular or underutilised content, guiding updates and new content development.
Analysing these patterns can enhance content relevance and engagement.
Training efficiency and cost metrics
Training efficiency and cost metrics assess the cost-effectiveness and resource utilisation of learning programmes.
By tracking metrics like cost per learner and time to competency, L&D leaders can optimise budgets and ensure that training delivers maximum value with minimal expenditure.
10. Cost per learner
Cost per learner calculates the total expense of a training programme divided by the number of participants. This includes costs for materials, technology, facilitators, and other resources.
It’s important for budgeting and evaluating cost-efficiency.
By comparing cost per learner with performance improvements or ROI, organisations can make more informed decisions about training investments.
11. Time to competency
Time to competency measures how long it takes for employees to achieve the desired skill level or performance standard after completing a training programme.
This metric is crucial for evaluating the effectiveness and speed of the learning process.
It’s typically tracked by monitoring progress from the start of the training until competency is demonstrated through assessments or on-the-job performance reviews.
12. Learning efficiency
Learning efficiency evaluates the relationship between learning outcomes and the time or resources invested.
It helps L&D teams optimise training programmes by balancing effectiveness and resource usage. For example, a programme with high scores but long completion times may need content adjustments.
Tracking this involves comparing performance improvements or assessment scores against the time spent or costs incurred.
Business impact and ROI
Business impact and ROI are crucial training KPIs that measure the tangible benefits of learning programmes on organisational performance.
By evaluating productivity gains, cost savings, or revenue growth resulting from training, L&D leaders can demonstrate the financial return on investment, justifying the value of their initiatives to stakeholders.
13. Performance improvement
Performance improvement measures how much an employee’s performance has enhanced as a direct result of training.
It reflects the training’s effectiveness in bridging skills gaps and increasing productivity.
This is typically tracked by comparing key performance indicators (KPIs) before and after the training.
Regular performance reviews and manager feedback provide valuable insights for this metric.
14. Employee retention
Employee retention measures whether participation in training and development programmes contributes to reduced employee turnover.
Related: Benefits of employee retention
This is significant because it indicates improved job satisfaction and engagement.
Tracking this involves comparing retention rates among trained employees versus those who haven’t participated in similar programmes.
15. Return on Investment (ROI)
ROI calculates the financial return gained from training relative to its costs.
It’s a crucial metric for justifying the investment in learning and development.
The formula is: (Financial Gains – Training Cost) / Training Cost.
By linking training outcomes to financial performance, organisations can better align L&D initiatives with business goals.
Career development and growth training KPIs
Career development and growth KPIs assess the impact of training on employee progression and internal mobility.
By tracking metrics like promotion rates, certification achievements, and development plan completion, L&D leaders can demonstrate how training supports career advancement and talent retention within the organisation.
16. Internal mobility rate
Internal mobility rate tracks the number of employees who receive promotions, transfers, or role changes after completing training programmes.
It reflects how well the training supports career growth and succession planning.
This metric is typically monitored through HR data on promotions or internal job changes.
17. Certification or accreditation achievement
This metric measures the percentage of participants who earn certifications or pass accreditation exams following training.
It’s particularly relevant for compliance or skill-specific programmes.
Tracking certification rates helps gauge both knowledge acquisition and the credibility of the training content.
18. Development plan completion
Development plan completion tracks the percentage of employees who complete their personalised learning paths or career development plans.
In the Totara platform, this would be done via Perform, where you can set up goals and competencies to track against.
This indicates the effectiveness of tailored training approaches in meeting individual growth objectives.
LMS platforms can be used to monitor progress and completion rates.
Wrapping up
Tracking the right training KPIs is essential for maximising the impact of your learning and development initiatives.
With the right insights, you can optimise your programmes, enhance employee performance, and clearly demonstrate ROI.
An LMS platform makes this process seamless by providing powerful analytics and reporting tools to measure training effectiveness effortlessly.
Ready to see the difference?
Book a demo today and discover how our LMS can help you turn data into results!