iMeasure enables L&D organizations to track the learning effectiveness and increase in business performance for all training activities, using a proprietary model called the Learning Performance Index. The Learning Performance Index has a defined set of desired learning outcomes which are only unique to the type of content being produced are measured with assessments, smiley sheets, and numerous data points captured from the LMS.

Desired business performance outcomes, on the other hand, are created in collaboration with the business unit after understanding the KPIs of the audience. These are unique to every individual company and business unit. Sample metrics which are tracked are Net Promoter Score, Average Order Value, and Operational Efficiency metrics.

Regardless of the learning activity being measured, all metrics will be measured over a period of time that relates to the type of training being performed. Most commonly, a 30-60-90 day period is outlined to identify areas of improvement, allowing for a learning reinforcement plan to be developed to address any shortcomings of the training programs.

Sample Learning Performance Index:

Intervention Learning Effectiveness Metrics Performance Effectiveness Metrics
Classroom/ ILT
  • Smiley sheets (level 1)
  • Post Assessment
  • Trainer Feedback
  • Consistency Across Trainers
  • Retention of knowledge in workplace
  • Performance improvement
  • Increase in productivity
  • Decrease in issues/concerns/escalations
  • Learner Feedback
  • Post Assessment
  • Course Completion Status/Certification
  • Retention of knowledge in workplace
  • Performance improvement
  • Increase in productivity
  • Decrease in issues/concerns/escalations
  • Learner Performance (Scores)
  • Ability to identify exact areas that need to be improved in knowledge/skill
  • Ability to effectively conduct customer conversations (Sales/ Customer Service) – Level 3
  • Ability to reduce number of mistakes (software simulations)
  • Increase in NPR – Level 4
  • Number of Times reviewed/ seen
  • Retention of knowledge in workplace
  • Number of Times reviewed/ seen
  • Reduction of call-center support calls (level 3)
  • Increase in NPR – Level 4
Collaborative Network/ Groups
  • Frequency of collaboration/participation
  • Moderator feedback
  • Quality of responses/solutions
  • Performance Review score
  • Higher motivation levels
  • Retention of knowledge
  • Increase in productivity
  • Decrease in issues/concerns/escalations
  1. Measure learning effectiveness
  2. Learning Performance Index
  3. Business and productivity metrics (e.g., ROI, ROE, etc.)
  4. Time to proficiency
  5. Training time
  6. Training effectiveness across 30/60/90 days
  7. Right time intervention to maximize retention
  1. Help evaluating training impact on return on investment
  2. Understanding on the effectiveness of training programs over the first 30-60-90 days
  3. Specific dates for when learning interventions should be implemented to ensure optimum knowledge retention and application

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Industry Expert

“Companies invest hundreds of thousands of dollars in creating brand new content, just to forget about it a couple of years later. Our goal is to revitalize that content and then create a strategy for extending the shelf life of all learning assets in the future.”

Abhash Singh
Learning Program Manager

Our Approach

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