The Relevance of Training Metrics
Training metrics must already be in place before any training activity or program is implemented. This will ensure that all training-related endeavors are properly evaluated.
In today’s highly competitive world, more and more companies acknowledge the importance of training in the achievement of overall organizational goals. After all, highly trained employees will be able to deliver the kind of performance needed to achieve all the goals of a company. Given the pivotal role of training in business success, there is a need to come up with training metrics that can be used to assess the quality of training services provided to the company’s internal customers, which are its employees.
Training activities are designed for employees to acquire new skills, competencies, and knowledge. Through these activities, employers make their workforce more competent in performing their duties. These likewise make the workers more adept in using the technology that the company might opt to use.
Training metrics generally include such measures as training cost, instructor or trainer performance, as well as end-user satisfaction. Training cost is an essential training metric because it determines the number and quality of training activities to be implemented. Right from the very start, the management should already be able to determine how much they are willing to shell out for training. Instructor evaluation is another important internal training metric because it ensures that the trainer is able to comply with set training guidelines. This also motivates training managers to work towards excellence in instruction continuously. End-user satisfaction is likewise important, as it determines the satisfaction level of all training participants. Trainees should be given the chance to do immediate training assessments in order for training or HR managers to have a better idea about what took place in the training venue.
Before implementing training programs, it is important that HR determine first the training needs of its employees. The competencies taught in training should be useful for the training recipients and make them better at what they do. Post-training feedback should be encouraged to evaluate content and delivery. Moreover, trainees should be given the chance to apply or demonstrate newly acquired skills before training ends. Lastly, thorough documentation of all implemented training programs should be kept so these can be used as a reference for future training plans.
Training can be very costly because it will include such direct costs as the salary of trainers, cost of training materials and venue, as well as the opportunity cost of employees being on training rather than being in the workplace executing their tasks. While this may be the case, many companies are willing to take the plunge and go ahead with the training programs that they plan out. In the long run, however, these companies stand to benefit from training because several HR studies have proven that training is inversely proportional to employee turnover. This means that the more often an employee undergoes training, the fewer tendencies there are for him to her to transfer employment. Training and development, or professional development, through the years, has become one of the biggest motivators of employee retention. In fact, the opportunity to be trained has become an effective lure in attracting high-quality job applicants.
