Evaluating the effectiveness of Learning & Development (L&D) measures is a key challenge for people developers. The Proof of long-lasting Effectiveness of L&D measures is challenging, as the desired effects are often difficult to operationalize and are influenced by numerous factors. How can effectiveness be successfully demonstrated?
Status Quo: Where Do Companies Stand Today?
In the troodi Trend Report 2025, over 100 organizations were asked how they evaluate the effectiveness of their L&D measures. The results show that the majority of organizations primarily rely on qualitative and quantitative self-report questionnaires, which are completed by participants directly after the trainings.
The feedback collected after training programs primarily captures subjective impressions. While this information is valuable for assessing the immediate benefits or relevance of a training, it provides little insight into whether the learned content is applied in day-to-day work in the long term and achieves the desired effects.
Less than a third of the organizations surveyed in the Trend Report 2025 conduct follow-up surveys to check the sustainability of L&D measures. The assessment of peers or managers is included even less frequently. Key performance indicators such as productivity increases or error rates are only used by 13 % of companies.
To measure the real impact of L&D initiatives, the evaluation should combine qualitative and quantitative methods as well as different perspectives. A holistic approach is needed to demonstrate long-term behavioural changes and organizational results.
Multidimensional Evaluation Models: The Kirkpatrick Model
The Kirkpatrick model is a proven framework for systematically and holistically evaluating L&D measures. It is based on four levels:
I. Reaction
Understanding the learners’ immediate reaction. The focus here is on the level of satisfaction.
II. Learning
Check whether participants have acquired new knowledge or skills. Tests and simulations are suitable tools.
III. Behavior
Analyze whether the content learned is implemented in day-to-day work. Peer feedback or 360-degree analyses are useful here.
IV. Results
Measure the impact of the initiatives on the organization. Examples include increases in turnover, reduced error rates or increased employee satisfaction.
Two examples of practical application:
- After a leadership training, the “behavior” level could be evaluated through surveys of team members to measure changes in leadership communication.
- The “results” level could be evaluated by analyzing metrics such as turnover rates in the teams of the participants.
Learning Analytics: Making Data-Driven Decisions
Learning Analytics uses digital technologies to analyze quantitative data from Learning Management Systems (LMS). This information provides valuable insights into learning behavior and can support the optimization of initiatives.
Metrics that can be analyzed include, among others, the following data:
- Completion rates: How many learners have successfully completed a program?
- Interactions: How often were learning materials accessed?
- Learning time: How much time was actively spent on the content?
- Preferences: Which topics were most frequently requested?
A practical example: A company could analyze the effectiveness of a communication training campaign by comparing the number of participants, completion rates, and active learning times before and after the campaign’s launch.
Return on Learning Investment (ROLI): The financial benefits of L&D measures
The return on learning investment measures the economic benefit of L&D measures compared to their costs. All investments such as course fees, trainer costs, and productivity losses due to absence are compared with the results achieved.
Possible benefits that can be considered include:
- Increased revenue through improved sales skills.
- Time savings through more efficient processes.
- Reduced error rates through improved expertise.
- Fewer sick days through stress management programs.
A sample calculation: A company invests 50,000 € in management training that reduces the number of employee resignations by 25 % from 60 to 45 per year. At an estimated cost of 10,000 € per new appointment, this corresponds to a saving of 15*10,000 € = 150,000 € and a ROLI of 3 or 300 %.
A valid effectiveness proof as a key to convince stakeholders and secure ressources
A comprehensive effectiveness proof combines qualitative approaches such as participant feedback and 360-degree analyses with quantitative data from Learning Analytics and company-wide metrics. This combination of multiple evaluation methods helps demonstrate the value of training initiatives both for the overall organization and for individual employees.
Such proof has a direct impact on two other key challenges for L&D Professionals:
1. Convincing stakeholders:Conclusive evidence of the impact of L&D measures on relevant corporate KPIs provides a strong argument for the importance and strategic relevance of L&D.
2. Securing resources: A convincing proof of effectiveness facilitates the acquisition of resources by justifying the investment required in people development.
A comprehensive evaluation not only contributes to the optimization of implemented initiatives but also strengthens the internal standing of L&D.
Conclusion: The future of L&D Evaluation
The evaluation of L&D measures is a complex but important process to ensure the sustainable success of training initiatives. A holistic approach that combines different methods and data sources helps to make the real added value of L&D visible.
Concrete Recommendations for Action:
- Use multidimensional evaluation models such as the Kirkpatrick Model to capture the different levels of impact.
- Use Learning Analytics to make data-driven decisions and optimize initiatives.
- Calculate the return on learning investment to demonstrate the financial benefit.
By demonstrating its contribution to business success, L&D positions itself as a strategic partner and key driver for the organization’s future economic success.
Do you want to learn more about the current L&D trends?
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