Training Scorecard |
When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment. You can download excellent training materials on Management Skills and HR Management HERE. Indicators. This is the traditional approach to reporting training data. Some examples of indicators are number of employees trained, total training hours, training hours per employee, training investment as a percentage of payroll, cost per participant. Although these measures are necessary, they do not reflect the results of the training program. There are many types of indicators, but it is most important to include in the scorecard the measures of interest to the organization's top managers. Level 1: REACTION. At this level, participants reactions to and satisfaction with the training program are measured. Some recommended data to capture on Level 1 instruments are:
- relevance of training to job
Level 2 : LEARNING. Learning can be measured informally with self-assessments, team assessments, or facilitator assessments, or formally with objective tests, performance testing, or simulations. Learning self-assessments may ask participants to rate the following items: Level 3 : BEHAVIOR APPLICATION. This level measures changes in on-the-job behavior while the training is applied or implemented. This in¬formation often is collected through a follow-up survey or questionnaire. Key questions asked concern :
- the importance of the skills/knowledge hack on the job Level 4 : BUSINESS IMPACT. At this level the actual business results of the training program are identified. A paper-based or automated follow-up questionnaire can be used to gather this data. Depending on the training programs' performance and business objectives, data may be gathered on the following:
- productivity level Level 5 : RETURN ON INVESTMENT. At this level the monetary benefits of the program are compared with the cost of the program. The costs of the program must be fully loaded. The methods used to convert data should be reported. The ROI calculation for a training program is identical to the ROI ratio for any other business investment:
ROI(%) = ((benefits - costs]/costs) x 100 INTANGIBLE BENEFITS. Intangible benefits are measures that are intentionally not converted to monetary values because the conversion to monetary data would be too subjective. It is important to capture and report intangible benefits of the training program, such as:
- increased job satisfaction You can download excellent training materials on Management Skills and HR Management HERE.
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