Imagine giving a teenager a driving manual and a car and setting them loose. How would you know they learned what they needed to know before getting behind the wheel? The same logic can be applied to employee learning. Delivering learning programs is one thing. It’s another thing to determine if employees gained and retained the critical knowledge they need and can perform their physical job tasks well.
The 2022 LinkedIn Workplace Learning report stated L&D learning “measurement methods are stagnant.” The top measurements used by L&D teams in 2021 and 2022 are:
- Qualitative feedback from employees using online courses
- Satisfaction of employees using online courses
- Employee engagement survey scores
- Manager feedback
However, these methods don’t address one critical issue: can workers perform their jobs correctly? To find out, learning and performance must go hand in hand. Unfortunately, L&D teams often lack tools to measure the effectiveness of training and ensure employees can confidently perform their jobs.
While virtual instruction delivers many advantages, it doesn’t work for everything. For training to be truly effective, managers often need to physically show employees how to perform certain tasks, then observe employees on the job to be sure they can perform them properly. Some companies refer to this as “observational checklists” or “live trainee evaluations.” Schoox calls it “on-the-job training” (OJT.) It combines learning with practical skills demonstrations and observation.
Businesses often rely on paper scorecards and manual methods to track OJT training compliance. But these are cumbersome to maintain, make it difficult to share data with other systems, and nearly impossible to analyze at scale through reports. What’s needed is enough flexibility to design training in a way that’s efficient and ideal for a digital workplace.
Schoox’s On-the-Job Training Tools Go Beyond Observational Checklists
Schoox goes beyond mere observation checklists to encourage effective learning. Schoox offers managers the option to create course-connected OJT tasks as part of a larger course or curriculum, or standalone OJT tasks that are independent from other ongoing training programs, for example:
- Course or curriculum-connected OJT tasks could be used to observe employees preparing foods after they watched digital content teaching them about a new menu item.
- Standalone OJT tasks can be used as supplemental or ad-hoc training whenever required, for example, to observe an employee preparing a new menu item not covered in the original course.
Once learners have completed their assigned OJT tasks, training managers can access an at-a-glance view of progress. They can use these insights to determine who is excelling, who needs more support, and what kind of additional supervision might be needed for individual team members.
Schoox delivers the tools and flexibility that equip organizations to set up their preferred OJT measurement process on four levels:
- Track training compliance among workers
- Confirm knowledge retention among learners
- Ensure learners can perform the required physical job tasks
- Evaluate employee performance in real-time via mobile devices
Organizations may also choose to adopt a blended approach to deliver coursework, OJT performance assessments, and additional remediation. Schoox delivers multiple options for various training, task, and assessment styles through a single mobile-friendly and integrated platform.
Sonesta Hotels Upgrades Customer Experience Training
A perfect real-world example of measuring employees’ OJT performance is Sonesta Hotels. Schoox enables the 7,500+ property hotel chain to connect three major pillars of its business—employees, guest feedback, and training—to measurable goals and business impact. When the hotel receives online reviews, for example, it can easily map complaints to areas where training might be weak and then implement a solution. This helps Sonesta Hotels resolve problems on a case-by-case basis, and when appropriate, roll out standardized process improvements company wide.
According to Derek Fournier, Senior Director of Training, “If reviews for a particular hotel or service are negative, we first check to see if employees have completed the associated training courses for their role. If they haven’t, we address that. If they have, it presents an opportunity for us as leadership to improve the training, because it isn’t translating into a great customer experience.”
Learn more about Sonesta’s success and the power of Schoox to measure employee skills and evaluate performance impact for front-line workers in our new report, Real-world Learning for Frontline Workers: Top 5 Learning & Development Must-haves for Employees Working on the Go.