Measuring training performance and optimising procurement
Buying training is no longer just about selecting a provider and keeping costs under control. You need to translate the need precisely, compare the solutions, set measurable objectives and check the results achieved.
Blended formats, digitalisation, work-based training, individualised paths and new learning methods make this all the more important.
Alixio Group supports companies, public bodies and training professionals in optimising their procurement, measuring the performance of their schemes and securing their quality.
Optimise your training procurement
Sound training procurement starts with a precise statement of the need. Business objectives, audiences, teaching methods, selection criteria, costs and expected results all need to be framed from the specification stage onwards.
We help you translate your needs into concrete criteria, compare offers more effectively and select the schemes that strike the best balance between quality, cost and performance.
Our aim: to cut the time spent on procurement without sacrificing the relevance of the choices.
Measure training performance
Measuring performance gives an objective picture of a training course’s real effects: skills acquired, transfer into the work, changes in practices, and impact on business or HR objectives.
We help you define the right indicators, build the measurement tools and make use of the results to steer the effectiveness of your training.
Measurement can cover a single training course, a work-study path, a skills development plan or a specific scheme funded from public or private money.
Which indicators should you track to measure performance?
Satisfaction
Does the training meet the expectations and needs identified?
Skills acquisition
What gap can be observed between the starting level and the level reached?
Transfer into real work
Do employees genuinely use the skills acquired in their activity?
Changes in practices
Have behaviours, working methods or habits changed?
Operational performance
Does the training improve quality, efficiency, autonomy or productivity?
HR impact
What effects can be observed on mobility, employability and skills development?
ROI / ROE
Are the results achieved consistent with the resources committed and the objectives set?
Turn data into decisions
The data gathered should help you decide: compare schemes, identify the most effective formats, carry out a skills gap analysis, adjust paths and target investment.
We turn assessment into a steering tool, so you can make budget decisions, develop your schemes and focus resources on the actions that create the most value.
Secure the quality and compliance of training
A quality approach is not just about measuring participants’ satisfaction. It has to guarantee consistency between the initial need, the teaching methods, the assessment of skills and the results achieved.
Our aim is to help you make your schemes reliable over time, while identifying gaps and the improvement actions to undertake.
Our services
Training procurement
Framing the need, specification, consultation, calls for tender and provider selection.
Assessment and performance measurement
Defining KPIs, assessment tools, analysing results, measuring skills gaps and tracking impact.
Quality and compliance
Audit, scheme review, certification, traceability and continuous improvement.
Optimise your procurement and measure the performance of your training
Would you like to structure your training procurement, give an objective picture of your schemes’ results or strengthen your quality approach?
Q&A – Training procurement and performance measurement
How do you choose the right training KPIs?
KPIs should stem from the scheme’s objective. A training course aimed at acquiring a particular skill is not measured in the same way as an action designed to improve productivity, mobility or autonomy. You therefore need to define the expected results before choosing the indicators.
When should you measure a training course’s effects?
Measurement can take place at several moments: before the training to establish a starting level, immediately afterwards to assess the experience and what was learned straight away, then later on to check the transfer into real work and the changes in practices.
How do you measure a skills gap?
You need to compare the level expected for an activity or a job with the level actually observed among employees. This gap then makes it possible to prioritise the skills to develop and the training actions to undertake.
Do you always need to calculate a training course’s ROI?
No. ROI is relevant when a training course’s effects can be translated into reliable economic data. For other schemes, indicators such as skills transfer, changes in practices or the achievement of business objectives are often more suitable.
