What training goals does your company have?
Goal setting is one of the most important stages of balanced scorecard implementation. To begin with it would be logical to say a couple words about balanced scorecard. This revolutionary system of strategic management was the first include nonfinancial indicators to the set of indicators to within a certain performance evaluation system. The problem is that financial indicators could not fully represent everything that happens to the company. Financial indicators are lagging indicators, or in other words they represent something that has already happened to the company. So, it’s very difficult to plan anything having only financial figures.
What makes an effective training session?
During the past decades it has been agreed that human resource management plays an important role in the company. Any company should start improvements with improvement of personnel professional level. This is where training and coaching comes into play. However, of as any aspects of business and managerial process training should be properly evaluated. Moreover, all training campaigns and sessions should be subordinated to company strategic goals. Of ideally, any training aims at improving of customer satisfaction and improvement of financial results of the company.
How training works
When a company spends money to train and educate employee, it naturally expects some results. Employee should use update knowledge and skills to show high performance which will benefit the company. When using balanced scorecard to evaluate training it is highly recommended to set realistic and clear strategic goals. Having said the wrong goals, it would be impossible to succeed in BSC implementation. Of the entire system will fail and the money spent for training will be wasted.
At a first glance, goal setting in training seems quite simple. But such goals as “to conduct as many training sessions as possible” or “to increase employee participation in training sessions” will not do much for the company. Goals in training should directly correspond to the relevant financial goals. For example, a company may want to increase sales volumes by improving customer satisfaction and introduction of new products. To achieve this, personnel should be trained to promote new products in the market as well as learn the latest methods of working with new and existing customers. Only in such a way these goals will be meaningful. Moreover, training goals should be understood for ordinary employees as they will participate in training and spend their time.
It is also very important that employees understand benefits of training sessions both for the company and for themselves.
