

Measuring for Effectiveness
(MEH-zure-een fur EEfek-tiv-nuss)

LIQUID
What does Measuring for Effectiveness Mean?
Measuring for effectiveness (or training evaluation) is a learning program strategy in which the efficacy of a program is measured using qualitative and/or quantitative means.
Other Common Names
Other common names for measuring for effectiveness include:
- Training evaluation
Key Properties
With measuring for effectiveness, you are gauging the impact of a learning against the intended outcomes. Some of the primary properties of this element include:
- A baseline has been established
- One or more measurement instruments are used
- Outside factors are controlled for (to the fullest extent possible)
- Answers the question: Would people have been better off if this training program didn’t exist?

Resources From The Train Like a Champion Blog
- Training Measurement Demystified: Why and how to measure training.
- What it means to be an “L&D Detective”: Discussion with Kevin Yates, a self-described L&D detective doing some of the most important work that can be done in our industry, uncovering the impact and value of learning initiatives.
Insights that Flow Freely through What's Your Formula
- "The tricky thing about trying to measure any training program for effectiveness is that there are so many other variables that could influence the results. Is a boost in sales following a training program the result of a sales team who is now better equipped and more knowledgeable, or is it the result of a strong overall economy? Is increased retention and job satisfaction the result of a new coaching program, or are employees simply happier because the weather has turned nicer? There are a lot of factors at play and very few (if any) organizations are willing to invest the time, money, and resources needed for a scientific study of the impact or effectiveness or a training program. That said, learning professionals still shouldn’t disregard the need to measure whether or not a learning program was “effective.” After all, why should your organization bother to allocate money for learning programs? Why should employees bother logging into the LMS to access your e-learning library or attending your next session on leadership development?"
- "The data you collect and how you collect it will go a long way in determining if it’s actually good data that paints an objective picture of your program’s results. Are you relying primarily on self-reported information? People tend to think more highly of their own performance. Does anyone have incentive to paint a rosier (or bleaker) picture of the impact of the training? Sometimes in an effort to prove something we want to be true (that our training program was super effective, for example), we look for data that supports our case while ignoring or not collecting data that suggests otherwise."
- "There will always be factors outside the control of your instructional design and facilitation skills. Things such as the economy, company culture, workload of your participants, language or culture barriers, technological savvy, and even things like a participant’s (or their boss’s) mood after the Super Bowl, can all have an impact on the effectiveness of your training program."