Measuring the Impact of Localized Training: Key Metrics and Evaluation Methods
Businesses and EdTech companies worldwide are switching to e-learning localization strategy for workforce training. According to research, the localization software market reached USD 4.51 billion in 2021, and it is expected to reach USD 6.64 billion by 2030. Localized training helps employees to connect with specific target groups and build a better brand.
It benefits the learner as they don’t need to know one specific language to complete the training. With every training and development plan, you expect to gain skills that will lead to more productivity. After deciding on a localization strategy, it is essential to raise questions about the effectiveness of the training.
Were the learners able to gain useful knowledge? Did the learners gain new skills to improve their performance at work? These questions will help you to analyze the outcome of your company’s localized training program.
Apart from these, certain evaluation methods and key metrics can be used to measure the impact of the localization of software.
Table of Contents:
- What are Training Evaluation Metrics?
- Benefits of Measuring the Impact of Localized Training
- Types of Evaluation Methods to Measure the Impact of Localized Training:
- Conclusion
What are Training Evaluation Metrics?
Training evaluation metrics are specific criteria used to analyze and measure the effectiveness of a training program and localization in software. Understanding training metrics will help you to save time and cost, at the same time, build an effective training program.
It will help you understand how well the software localization services are working and the changes that need to be made to maximize your investment. There are different types of evaluation metrics that you should check, but it mostly depends on the specific type of training program.
Benefits of Measuring the Impact of Localized Training
Localized training allows employees to improve performance and strengthen business goals. By tracking different types of data, companies can identify the training methods that need more attention in improvement.
Apart from these, some benefits of training evaluation are mentioned below:
- Evaluation of training programs provides proper feedback. This makes it easier to identify the loopholes in the program and make changes wherever necessary to make it more accessible.
- Training evaluation leads to accountability by meeting all types of competency gaps. It makes sure that there’s no compromise when it comes to deliverables.
- On the proper evaluation of training, the programs ensure an improvement in the quality of work and the development of new skills among the employees. This leads to a cost-efficient system.
Also Read: The Importance of Translation and Localization in Workforce Learning
Types of Evaluation Methods to Measure the Impact of Training
Different types of evaluation methods can be used to measure the impact of localized training in businesses. Here we have discussed some of the best evaluation methods.
1. The Kirkpatrick Taxonomy Method
One of the most widely used models is the Kirkpatrick Method which consists of four evaluation levels. These are the Reaction, Learning, Behavior, and Results. The learner’s reaction to the training is measured first, and the next level measures how much each participant has learned.
Behavior includes observing how they have applied the skills while working, and finally, the results include the effect of training on the organization. The data for each level is collected using various tools such as feedback, performance reviews, customer satisfaction scores, quiz, tests, and more.
2. Kaufman’s Five Levels of Evaluation
This is a popular method that is built on the Kirkpatrick model. There are multiple levels and considerations involved. The first two levels include Input and Process, which focus on the learning materials and deliverables.
The evaluation results are available in three types:
- Micro-level results: Check if the learner can apply the knowledge to their job.
- Macro-level results: Analyses performance to keep track of improvement at an organization level.
- Mega-level impact: Takes into account the change that the learner can create in society or stakeholder groups.
3. The Phillips ROI Model
The Phillips ROI model is similar to the Kirkpatrick model but comes with an extra step. This is used to figure out the return on investment by calculating the difference between cost and results.
The first step includes a collection of pre-program and post-program information through multiple sources like supervisors, organizational records, and peer groups. The next step includes identifying the factors that brought about improvement in work performance.
The data is then converted to monetary values, and the ROI is calculated using a formula. If the training results are more than the cost, it is considered to be a positive ROI.
4. Learning-Transfer Evaluation Model (LTEM)
LTEM follows an eight-step assessment plan: Attendance, Activity, Learner Perceptions, Knowledge, Decision-Making Competence, Task Competence, Transfer, and Effects of Transfer.
The first two levels of this model act as a foundation for every succeeding step. It provides an overview of the qualitative and quantitative concepts you can use to analyze your employee’s learning process.
The first four levels are related to the learner’s interaction process. Starting from the fifth level, you can get an insight into the effectiveness of the training.
5. Summative and Formative Evaluation
Assess a training program during its developing stage (formative evaluation) and its delivered stage (summative evaluation).
A formative evaluation can be conducted by reviewing the training materials with a group of trainees. Understanding the impact of the material and holding group discussions to note down feedback.
On the other hand, summative evaluation can be done by testing employees on how well they have grasped the information. The second step includes asking about their opinion about the program and conducting surveys or interviews to analyze. Measure the changes in terms of work quality during the post-training period.
You Would Also Like: 7 Factors to Consider for Large-Scale eLearning Content Localization
Conclusion
Localized training has become a key element in organizations across the world. Before starting a training program, defining the skills, behaviors, and knowledge you want your employees to learn is important. This will ensure the proper use of the localization technology and lead to inclusive and effective results.
Assess and analyze the effectiveness of the learning materials using various evaluation methods. Some of these include the Kirkpatrick evaluation model, the Philips ROI model, and other work performance metrics.
The best way to introduce localization of software and training models is to partner with a technology specialist. With leading technology and excellent software infrastructure, Hurix Digital offers e-learning localization services that cater to your diverse requirements. If you’re looking for workforce learning solutions for your business, get in touch with Hurix Digital.
Performance, Results, Growth, and Life-Long Learning define my professional life. I am passionate about making workplace learning planful, purposeful, and impactful. I take pride in partnering with clients and bringing them the best in learning design and creating solutions that address business challenges.