What are the most important metrics to track for timekeeping training success?

1 Learning objectives

Learning objectives are the specific and measurable outcomes that you want your trainees to achieve after completing your timekeeping training. They should align with your organizational goals, timekeeping policies, and best practices. Learning objectives can be categorized into three levels: knowledge, skills, and behavior. Knowledge objectives measure the extent to which trainees understand the concepts and rules of timekeeping. Skills objectives measure the ability of trainees to apply their knowledge and use the tools and systems for timekeeping. Behavior objectives measure the changes in trainees' attitudes and actions toward timekeeping. You can use various methods to assess your learning objectives, such as quizzes, tests, simulations, demonstrations, observations, and feedback.

2 Completion rate

Completion rate is the percentage of trainees who finish your timekeeping training within the specified time frame. It indicates the level of engagement, motivation, and satisfaction of your trainees with your training program. A high completion rate means that your trainees are interested and invested in learning about timekeeping. A low completion rate may signal that your training program is too long, boring, difficult, or irrelevant. You can improve your completion rate by designing your training program to be interactive, relevant, flexible, and accessible.

3 Time to competency

Time to competency is the average amount of time it takes for your trainees to reach the desired level of proficiency in timekeeping. It reflects the efficiency and effectiveness of your training program. A short time to competency means that your training program is well-designed, engaging, and aligned with your learning objectives. A long time to competency may indicate that your training program is poorly structured, confusing, or misaligned with your learning objectives. You can reduce your time to competency by providing clear instructions, feedback, and support, as well as using adaptive and personalized learning methods.

4 Error rate

Error rate is the percentage of mistakes or violations that your trainees make in their timekeeping tasks. It measures the quality and accuracy of your trainees' performance and the impact of your training program on your payroll process. A low error rate means that your trainees have learned and applied the correct timekeeping procedures and practices. A high error rate may suggest that your trainees have not understood or retained the timekeeping rules and regulations, or that they have encountered technical or operational issues. You can lower your error rate by reinforcing your learning objectives, providing frequent reminders and refreshers, and addressing any issues or challenges promptly.

5 Satisfaction score

Satisfaction score is the average rating that your trainees give to your timekeeping training program based on their experience and feedback. It gauges the level of enjoyment, relevance, and value that your trainees perceive from your training program. A high satisfaction score means that your trainees are happy and satisfied with your training program and that they find it useful and beneficial for their timekeeping tasks. A low satisfaction score may imply that your trainees are unhappy and dissatisfied with your training program and that they find it boring, irrelevant, or ineffective for their timekeeping tasks. You can increase your satisfaction score by soliciting and incorporating your trainees' feedback, preferences, and needs, as well as by recognizing and rewarding their achievements.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?