The essential KPI for measuring training effectiveness: Time-to-Skill®

As the demands of companies and customers are constantly changing, the ability of an organisation to train its employees quickly is a key factor in competitiveness. There are several indicators for assessing this ability, one of which stands out in particular for its effectiveness: Time-to-Skill.

What is time-to-skill?

Time-to-Skill is an indicator that measures the time required for an employee to acquire and apply a new skill  in a work situation. It is an overall measure that covers the entire process: from the identification of skill needs to the design of training courses, their deployment, and the achievement and verification of a level of proficiency within teams.

It’s an essential indicator for measuring the effectiveness of training programmes. This KPI is not limited to measuring the acquisition of skills by an employee, but offers a broader view of how effectively these skills are being implemented in business operations and the impact this is having.

This indicator is particularly relevant because it makes it possible to measure concretely the result of a training course and its impact, aligning them directly with the strategic objectives of an organisation. It offers a clear and measurable view of the impact of training on the overall performance of the company and makes it possible to optimise continuous training strategies.

Why is Time-to-Skill the best ROI indicator?

Traditional indicators such as the completion rate of training courses or the level of learner satisfaction are no longer sufficient to demonstrate the real impact of training on the performance of an organisation. Time-to-Skill, on the other hand, allows for a more precise evaluation by answering two essential questions:

1. Learning time: How quickly do employees acquire a new skill? If learning takes too long or if employees do not acquire the expected skills, this indicates that the training programme is ineffective. Rapid and effective acquisition reduces the time between learning and the concrete application of skills.
   
   
2. Application of skills: Successful training is not limited to the transmission of knowledge, but aims to have a concrete impact on daily work. While there is no guarantee that skills will be applied immediately, the aim is to bring training closer to real operational needs in order to maximise its usefulness. The more employees perceive training as a direct response to their professional challenges, the more inclined they will be to put what they have learned into practice, thus strengthening their performance and that of the company.

A key indicator for measuring the effectiveness of training

Beyond being an excellent KPI for the ROI of training at the company level, Time-to-Skill is also an essential indicator for evaluating the effectiveness of the training programmes themselves. By measuring the time needed to reach an optimal level of skill, it makes it possible to identify the strengths and weaknesses of the training programmes.

If the Time-to-Skill is too long, this can reveal several problems:

• Content that is not adapted to the real needs of learners,
• Ineffective teaching methods, requiring a rethink of learning methods,
• A lack of post-training support limiting the integration of skills in the workplace.

By monitoring this indicator, companies can adjust their continuous training strategies to ensure that learning is not only fast, but also effective and sustainable.

How can Time-to-Skill be effectively measured?

Defining skill indicators

Before measuring Time-to-Skill, it is crucial to identify what it means to be competent for a given task or position. Each department or profession may have different criteria for defining proficiency in a skill. It is therefore essential to establish KPIs that are precise in relation to learning objectives and performance requirements.

Use time tracking tools

Measuring the time it takes an employee to progress from the beginning of the training to mastering a skill requires rigorous monitoring. Time tracking tools record the time between enrolment in a training course and the validation of the skill. Specialised software can automate this monitoring and reduce the administrative burden.

Assess knowledge and progress

Regular assessment of learners is essential to understand their progress and adjust training courses if necessary. The type of assessment will depend on the skill taught:

• For technical skills (e.g. Excel, programming): numerical tests and practical exercises.
• For behavioural skills (e.g. leadership, communication): role plays and peer assessments.

Aligning the evaluation methods with the KPIs defined initially guarantees a reliable measurement of Time-to-Skill.

Tools and methods to reduce Time-to-Skill

Reducing Time-to-Skill is a strategic challenge that involves optimising teaching methods and training tools.

Adaptive learning

Adaptive learning uses artificial intelligence to personalise training courses according to the needs and level of each learner. This approach accelerates the acquisition of skills by adapting the content and pace of learning.

This approach makes it possible to evaluate the performance of employees in real time and automatically adjust the content to meet their specific needs. By drawing on their history, knowledge and skill gaps, adaptive learning offers them personalised training experiences, thus optimising their progress and skills development.

Learning in the Flow of Work (LIFOW)

LIFOW integrates training directly into employees' daily tasks, adapting to their work pace without disrupting their activity. This allows them to learn in real-life situations, which promotes more fluid and effective learning.

Rise Up facilitates  LIFOW by integrating seamlessly with professional tools such as Microsoft Teams or Salesforce. This integration allows employees to access training modules directly from their usual work environment, eliminating obstacles between the learner and the educational content.

The use of advanced LMS platforms

Choosing a high-performance LMS  is essential for centralising training content, monitoring progress and analysing the effectiveness of training courses. A good LMS should offer time-to-skill monitoring features and automated assessment tools.

The Rise Up LMS is an all-in-one platform combining LMS, LXP and authoring tool. It offers blended learning training courses, integrates adaptive learning for increased personalisation, and automates administrative tasks related to training. In addition, it offers powerful evaluation tools to effectively measure Time-to-Skill and optimise training programmes accordingly.

Conclusion: don't miss out on Time-to-Skill!

Time-to-Skill is a key indicator for evaluating and optimising the effectiveness of training. It not only makes it possible to measure the real impact of L&D on employee performance, but also to identify areas for improvement to accelerate skills acquisition. By integrating this indicator into your training strategy, you ensure faster skills development and a better return on your L&D investments.