Metric on Training & Development
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Jon Boyes is the founder of HR SPOT, a human resource management consulting firm based in Kolkata, India. HR SPOT specializes in HR analytics and metrics and has won numerous awards for service excellence and its work in areas like training and development. The document provides examples of formulas and calculations for common HR metrics related to training costs, participation rates, return on investment, and training needs analysis.
Metric on Training & Development
- 1. Jon Boyes Employability and Graduate Development HR SPOT www.hrspot.co.in | www.onlinehrspot.com Kolkata | Bhubaneswar | Online Best HR Practice Award Best HR Practice Award Best HR Practice Award Special Achievement Award Star Greenbelt of East (Six Sigma) Best HR Professional Award HR Champion Award AWARDS & ACCOLADES ISO 9001:2015 Certified Company
- 2. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics HUMAN RESOURCE MANAGEMENT HR ANALYTICS
- 3. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics HR Metrics Training & Development Metrics
- 4. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Purpose : This metric determines the cost of employee training including the travel costs, course fees, time spent etc. Formula : TRAINING COST PER EMPLOYEE Example : Total Training cost No of employees Training Cost per employee = Purpose Cost Training Fee 15000 Venue Cost 5000 Travel cost 5000 Food cost 4000 Total Cost 29000 Total Training Cost = 29000 No of Employees = 20* Training Cost per employee = 29000/20 = Rs. 1450 per employee *average emp strength for the period
- 5. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Purpose : It helps to determine if "right" type of training is getting offered, the best delivery medium is being used, or opportunity has been effectively communicated or not. Formula : TRAINING PARTICIPATION RATE Example : No of Employee Participated No of Employees NominatedTraining Participation Rate = x 100 Batch No of eligible emp No of emp participated Participation rate 001 10 8 8/10*100 = 80% 002 12 7 7/12*100 = 58% 003 15 11 11/15*100 = 73% Total TP Rate 37 26 26/37*100 = 70%
- 6. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Purpose : ROI can be determined based on amount spend for training with before & after results of productivity. Formula : TRAINING RETURN ON INVESTMENT (ROI) Example : Cost of Employee Training Value of Increased Performance Training ROI = x 100 Avg No of Emp Avg Performance Turnover Avg Training cost Avg Per head Performance turnover Avg Per head training cost Past 25 1000000 35000 40000 1400 Current 25 1100000 45000 44000 1800 Past Vs Current 100000 increased 10000 increased 4000 increased 400 increased
- 7. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Purpose : Training needs analysis (TNA) is a method of identifying the skills gaps of learners that are stopping them from effectively performing and excelling in their roles. TRAINING NEED ANALYSIS Organizational Analysis Person Analysis Work analysis / Task Analysis Performance Analysis Content Analysis Training Suitability Analysis Cost-Benefit Analysis Direct observation Questionnaires Consultation with persons in key positions Interviews Assessments/surveys Records & report studies Work samples Types Techniques
- 8. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Organizational Support Organizational Analysis Requirements Analysis Job Analysis Person Analysis Establish relationship with top management Specify goals Define the target job Analyze task and knowledge, skills & abilities (KSA) Develop performance indicators Establish relationship with organizational members Determine training climate Choose needs analysis method Develop tasks Determine KSA gaps in target population Form Project / liaison team Identify external & legal constraints Determine Participants Form task cluster Determine approach to resolve gaps Determine point of contact Anticipate problems Determine relevant KSAs & tasks Develop KSAs Develop a protocol Link relevant KSAs to tasks
- 9. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics GAPANALYSIS Goal 1 Goal 2 Goal 3 Goal 4 • The GAP analysis is used to identify strategic and operational gaps in performance. • It analyses the Gap between the current capabilities of a company and its future development. Current State Future State
- 10. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards HR Analytics Current state Future State GAP Action to Choose GAP WHAT What Happen? What should it look like? What is different? What will be done to address the gap? WHERE Where is the confusion Where will it change? Where will it be different? Where will it be addressed? WHEN When is it done? When will it change? When are the differences needed? When will it be addressed? WHO Who does the work? Who will do this? Who will identify & validate the gap? Who will make the decision & complete it? HOW How is it sequenced? How will it be timed & resourced? How will the gaps be improved? How will it be rolled out?
- 11. www.hrspot.co.in/www.onlinehrspot.com Registered Office | 146 Bacharpara Road No-2, Thakurpukur Kolkata, West Bengal-700063 Kolkata | Bhubaneswar | Online +91-8335844414 | +91-8479908067 knowledge@hrspot.co.in | campus@hrspot.co.in