The ultimate dos and don’ts of tracking employee training

Employee training is a must in today’s times. It helps not only in upskilling the employees and getting them started better but also works wonders for employee retention and employee performance along with keeping the motivations high. 

But this is something everyone already knows, right? The real question here is, ‘Is the training that you’re providing actually working?’ 

A clear answer to this question will only come out if and only if you are tracking employee training. You’ll need to keep track of staff training to answer this question. Using an LMS or learning management system like the Cornerstone software that gives you the option to track employee training and measure progress through the tracking can make things a whole lot easier for you. 

You must determine how many of the workers have completed their programmes and courses, how many engaged with the content, and learned skills that can be applied on the job. This may appear to be a difficult task, but we’ve got you prepared as in this article we will tell you the dos and don’ts of tracking employee training. 


  1. Set  Goals: It’s critical to set goals with all members of your team when planning training courses so they understand however much training they need to finish and when it has to be finished by. It’s critical to establish an equilibrium between ordinary day-to-day job duties and internal learning programs, when it comes to employee training. You need to make sure your staff can handle all of it and isn’t overworked. State clearly when they must complete each task by, and then it is a bit relaxed so that they can meet the training targets and goals while also handling their other obligations.
  2. Take Feedback: When employees finish a training program, it’s a wonderful time to solicit feedback in the form of inputs from them. This is critical not just for determining what you do well, but also for determining where you might develop to better courses before the next training program.Using an LMS that gives you options to track employee training and progress to manage the training program may make requesting for inputs and comments much easier and faster. Since you can instantly retrieve a whole list of all learners who finished training in a certain time period, you can certainly approach them to ask for comments on that specific training session.
  3. Use the data right: It’s great to have accessibility to all of this employee training data, but you also have to make absolutely sure that you put it to good use instead of just browsing through it. This data can be useful in reporting since it allows you to display things such as how much time was spent taking the training during a given time or even how many different courses you have available.


  1. Let the training program fall out: Training programmes are likely to be at the forefront of everyone’s thoughts at the beginning of the year, or anytime you arrange your next batch of training, so it’s not easy to underestimate. Nevertheless, as time passes, it is all too simple to let training slide and fall behind. It’s indeed your responsibility to keep track of how every learner is doing in training and to contact any employees who may be falling behind on their training so that you can guarantee they complete it on time.
  2. Compare the staff to each other: It’s vital to remember the fact that everybody is different when it comes to learning. While some learners may be able to completely nail eLearning courses, others might need to take their time to get the benefits from it. Or, they might just wish to take notes or make sure they read each report’s content several times. There is absolutely no right or wrong method to finish a training program, which is why the learners should not be compared to their colleagues. It makes no difference how people choose to work their way through the training as long as it is finished by the deadline and everyone receives a pass grade at the conclusion of the procedure.


Employee training tracking is very important; as important as the employee training itself. It not only gives you the option to make sure that the training programs are being fruitful but also helps you make better programs in future based on the learners’ feedback. 

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