Understanding Training Metrics

Training is one investment that no firm should refrain from. It is the approach of progressive organizations who believe in building the capacities by increasing the efficiencies of their resource pools. In order to keep the workforce up-to-date with the fast moving technological advances it is empirical to make them go through vigorous training sessions that are well planned and target focused to ascertain accomplishments.

There is no guarantee that the oldest employee would have complete knowledge of the processes, activities and the technologies involved in a certain course of action. With innovations coming up every day and our inclination towards technology, it becomes impossible to keep a track of all that is happening and thus, training becomes a must in order to ensure efficiency of the activities involved. This is the reasons companies are incorporating technological aid as Balanced Scorecards, within their already running management information systems.

The Balanced Scorecards with the help of metrics define the quantifiable aspects of a firm that can be measured and compared to study their performance and effectiveness. It allows efficiency and approach of a training session or strategy to be gauged in a systemic method. While choosing which metrics to use for the purpose of analyzing it is important to keep the mission, vision and objectives of the firm and the related departments should be kept in mind. Only a few relevant metrics should be selected in order to maintain clarity in the interpretation of the data. If many metrics are chosen it would lead to yielding confusing results which the decision makers or the management might misinterpret adding to the adverse effects of the circumstances.

The most important metric to be included under any circumstances is the overall performance of the trainees. In relation to this, the overall performance of the trainer should also be observed and measured. This would help identify how effective and proficient a trainer was by measuring the performance after training. Both the trainer and the trainees should be given a pre-session and post-session test, to gauge the results upon completion of the training sessions. Improvisation test however, can be given in between the training session to both.

A performance alignment program should be included which entails querying trainees about their expectation of the training sessions that they are about to go through. This program focuses on how the employees expect to be measured or assessed and ultimately reveals if they have a clear understanding regarding the purpose of the training session, if they consider it worthy and what they expect to achieve through it.

A company’s metrics can and might be very different from another organization even though they are operating in the same industry. This is because like every individual, organizations too have discreet needs and issues that need to be fulfilled and taken care of.