Read More: SMART Goals- Definition and Examples T ime-Based – put a deadline on your goal.R elevant – make sure your goals align to the company mission and department goals.A chievable – your goal should be realistic.M easurable – outline metrics to track your progress.S pecific – make your goal clear and precise.When setting goals, its recommended to use the SMART methodology: It’s crucial to ensure that your goals support the overall company strategy for example, if your company has set a goal to hire a large number of people, you should look into streamlining your onboarding process. You will need to work with the managers and leaders in your organization to decide the best targets for your learning and development team. The first step in setting metrics for your training program is to ensure that you have the right goals. Everything in a business needs to show return on investment otherwise, you risk getting your budget cut, or worse, your entire program could get cut. Tracking your key performance indicators is crucial for learning and development professionals. LinkedIn Learning reports that 49% of L&D professionals are challenged with getting managers to make learning a priority for their teams.

Why You Need To Track Your Training Metrics As a learning and development professional, do you have the right training metrics to show management the value of your training program? In this article, we will cover why you need training program metrics, creating smart goals, along with valuable training and on-the-job metrics for you to measure. Training is something that corporate leadership tends to take for granted, but there is real value in engaging and well-designed training programs. Training Metrics and ROI: Formulas and Descriptions Read Time: 4 minutes

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