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Training Scorecard

Training Scorecard

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Published by lucidleagueltd
When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment.
Indicators. This is the traditional approach to reporting training data. Some examples of indicators are number of employees trained, total training hours, training hours per employee, training investment as a percentage of payroll, cost per participant. Although these measures are necessary, they do not reflect the results of the training program. There are many types of indicators, but it is most important to include in the scorecard the measures of interest to the organization's top managers.
Level 1: REACTION. At this level, participants reactions to and satisfaction with the training program are measured. Some recommended data to capture on Level 1 instruments are:
- relevance of training to job
- recommendation of training to others
- Importance of information received
- Intention to use skills/knowledge acquired
Those four items have predictive validity for projecting actual applications and should be compared from one program to another.
When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment.
Indicators. This is the traditional approach to reporting training data. Some examples of indicators are number of employees trained, total training hours, training hours per employee, training investment as a percentage of payroll, cost per participant. Although these measures are necessary, they do not reflect the results of the training program. There are many types of indicators, but it is most important to include in the scorecard the measures of interest to the organization's top managers.
Level 1: REACTION. At this level, participants reactions to and satisfaction with the training program are measured. Some recommended data to capture on Level 1 instruments are:
- relevance of training to job
- recommendation of training to others
- Importance of information received
- Intention to use skills/knowledge acquired
Those four items have predictive validity for projecting actual applications and should be compared from one program to another.

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Published by: lucidleagueltd on Oct 01, 2008
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Training Scorecard
When implementing a training scorecard it is important to track, collect, compile,analyze, and report six different types of training data collected over different timeperiods. These types of data are indicators, reaction, learning, application, businessimpact, and return-on-investment.Indicators. This is the traditional approach to reporting training data. Some examplesof indicators are number of employees trained, total training hours, training hoursper employee, training investment as a percentage of payroll, cost per participant.Although these measures are necessary, they do not reflect the results of the trainingprogram. There are many types of indicators, but it is most important to include inthe scorecard the measures of interest to the organization's top managers.Level 1: REACTION. At this level, participants reactions to and satisfaction with thetraining program are measured. Some recommended data to capture on Level 1instruments are:-relevance of training to job-recommendation of training to others- Importance of information received- Intention to use skills/knowledge acquiredThose four items have predictive validity for projecting actual applications andshould be compared from one program to another. Level 2: LEARNING. Learning can be measured informally with self-assessments,team assessments, or facilitator assessments, or formally with objective tests,performance testing, or simulations. Learning self-assessments may ask participantsto rate the following items:- understanding of the skills/knowledge acquired- ability to use the skills/knowledge acquired- confidence in the use of skills/knowledge acquiredLevel 3 : BEHAVIOR APPLICATION. This level measures changes in on-the-jobbehavior while the training is applied or implemented. This information often iscollected through a follow-up survey or questionnaire. Key questions asked concern :- The importance of the skills/knowledge hack on the job- the frequency of use of the new skills/knowledge- The effectiveness of the skills/knowledge when applied on the job
 
Level 4: BUSINESS IMPACT. At this level the actual business results of the trainingprogram are identified. A paper-based or automated follow-up questionnaire can beused to gather this data. Depending on the training programs' performance andbusiness objectives, data may be gathered on the following:- Productivity level- Quality- cost control- Sales revenue- Customer satisfactionLevel 5: RETURN ON INVESTMENT. At this level the monetary benefits of theprogram are compared with the cost of the program. The costs of the program mustbe fully loaded. The methods used to convert data should be reported. The ROIcalculation for a training program is identical to the ROI ratio for any other businessinvestment:ROI(%) = ((benefits - costs]/costs) x 100A benefit-cost ratio may also be calculated by dividing costs into benefits.INTANGIBLE BENEFITS. Intangible benefits are measures that are intentionally notconverted to monetary values because the conversion to monetary data would be toosubjective. It is important to capture and report intangible benefits of the trainingprogram, such as:-increased job satisfaction- reduced conflicts- reduced stress- improved teamworkSource:Jack J. Phillip and Lynn Schmidt,
Implementing Training Scorecards,
ASTDPublication.Knowledge Inc.
About Author
Dr. Shailesh Thakerrenowned Corporate Management Guru,Management Thinker, HR HRD Trainer And InternationalMotivational Speaker in India, offers HR/HRD Training, LeadershipWorkshops, Management Training, CEO Training and businessconsulting services throughKnowledge Inc

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