Training evaluation is measurment of HR efficiency in the company

Training and coaching has become extremely popular in different business areas.  Indeed, this is the best way to improve professional level of employees.  As known, if the company wants to further develop it should start with own personnel.  If the company wants to operate your level of personnel should be ready for this.  That’s why most successful companies spend millions to train personnel.  Training and coaching is within responsibility of human resource department.  It should be said that training is a tricky thing.  Everything done and business must have commercial goals.  So, view the company spends some money to train personnel it naturally expects greater output or higher performance.  If there are no results then a training session is just a waste of money and time.  For this reason, evaluation of HR performance is important in financial and organization terms.

What makes effective training?

What makes effective training?

The last decade saw a sharp increase in popularity of balanced scorecard.  This revolutionary concept implied evaluation of financial and nonfinancial indicators.  By the way, many are of human resource key performance indicators are nonfinancial.  At a first glance, it is rather difficult to measure such things as employee loyalty or training efficiency, say apart of organization climate.  But balanced scorecard does measure such things which helps see the progress of the company on the way to implementation of strategic goals.  It is imperative that all HR action and campaigns are well integrated into the system of company values, mission and strategic goals, otherwise there will be conflicts.

How training leads to financial results

How training leads to financial results

Evaluation of human resource department is also about evaluation of training efficiency.  It is imperative for employees to understand why the need training and what benefits they will have as a result of such training.  Personnel motivation means a lot.  As such, employees should implement their personal goals and at the same time reach strategic goals of the company.  This is a real art of human resource management.

When using balanced scorecard to evaluate HR efficiency and training performance, top managers should carefully choose key performance indicators which influence key success factors.  Such indicators may concern different aspects of training campaigns: training cost per employee, employee attitude two was training, expected revenue per employee as a result of training campaign and a number of others.  These indicators and their evaluation should show clear cause and effect ties so that managers can actually see what needs to be changed to implement strategic goals of the company.

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