What training and development do we need to maximize employee performance?
Once your organization's skill sets are defined, the next logical step is to determine the Training and Development needs of those employees. This decision area lets you review employee competencies and understand the value of improving them. Through analysis, HR gains a systematic picture of all training investments for better performance management.
With the Training and Development decision area, you can set planning goals and scorecarding metrics for these performance management elements:
- Skills rating gap and index (% and #).
- Training and development cost ($ and %).
- Employees (#).
- Training events planned and completed (#).
- Training days (#).
Most importantly, you can analyze these goals and metrics by a number of dimensions to find the hidden gems in the data:
- Fiscal month / year.
- Employee decision role.
- Training type.
- Full time / part time.
- Job grade level.
- Job type.
- Division / department.
Using the Training and Development decision area
You set targets based on your goals and metrics in Training and Development. You monitor your success by looking at how you measure up against your objectives. Further, you dive into your results to find out more about these elements driving performance management.
- Skills rating gap (%): Are the right skills and competencies being developed to fulfill business requirements? Where are the gaps?
- Training and development cost ($): How much development time and training is being invested? Is there visible evidence of the benefit?
- Skills rating index (#): Do we have the right skills mix to achieve our short-term and long-term business goals?
