The training scorecard can be used to evaluate the performance of training programs on metrics, such as ROI. It has become a tool used in measuring the performance of the HR department in providing training programs to company employees. Using the tool, training professionals and the HR personnel can identify the cost and can come up with another method to improve the performance of training programs.
The training program is one of the CNFN functions of the HR department. The human resource department is responsible for encouraging and/or conducting training programs. The training program is designed to improve the skills and potentialities of employees within a company. The program can have contribution for the improvement of productivity and profitability of a company. It can also be a factor employed by the company to attain its goals and objectives.
In measuring the training programs, it is helpful to use metrics to quantify the efficiency and efficacy of training activities. Key performance metrics can be utilized to determine and assess the performance of training programs that occur within a certain period. The training hours per employee or trainee per period and the time gap are sample metrics that can be used. The improved performance in sales, productivity, profits, and decreasing defects can also be based in the performance assessment of training programs.
Measuring training programs can also be done through the use of the training scorecard. The scorecard can contain metrics and perspectives to derive the total performance result of the training programs. Aside from the quality of the training programs, the company must also recognize the cost and the ROI. Other performance metrics can be utilized to help come up with perspectives summarizing the performance levels of the over-all programs.
The training scorecard, similar to other balanced scorecards, is comprised of four perspectives. The perspectives may be different in various fields. Nevertheless, the general perspectives in scorecard are financial perspective, customer perspective, internal process perspective, and learning and growth perspective.
Training efficacy, training execution, training dimensions, and strategic excellence are perspectives that can be included in the training scorecard as well. Other names of perspectives can be used in the development of training scorecard, depending on the kind of software used or scorecard developed by the company.
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