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17/01/2019
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Chỉ số KPI cho đào tạo

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01

Training penetration rate

 

measures the percentage of employees completing a 
course or a content area of trainng compared to total 
number of employees employed

1. KPI’s only make sense if a benchmark is being 

‘chased’ or maintained. There should be industry 
recommended benchmarks for for all KPI’s …. 
e.g. staff turnover rates etc. Wouldn’t it be helpful
to publish the industry recommended ‘targets’ for 
these KPI’s?

Thanks

2. coinneach Says: 

July 25th, 2008 at 4:52 am

 

Training Penetration is often referred to as 
“retention”. This means that after a training 
session a follow up test is undertaken say 3 
months later. The difference in scores between 
the immediate after training test, and the later one
is referred to as Training Retention (at least in our
organisation). The TR figure should always be 
+ve else the person is forgetting what they have 
been taiught.

3. cornekoh Says: 

September 12th, 2008 at 4:20 am

 

Training Penetration and Retention are 2 
differents things altogether. Training Penetration 
is a measure of reach, i.e. what percentage of the 
employee population actually got trained. For 
this, the normally desirable benchmark is 100% 
penetration, nothing less.

As for Retention, it is as defined by coinneach. 
Retention rates can vary depending on the nature 
of the training intervention. If it is on the job 
training, very likely it should be +ve. Whereas for
developmental programs where application may 
not be that straightforward, e.g. applying Six 

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Sigma tools, expect a drop in retention rate.

02

Average time to competence

 

Average time it takes until expected competence level is 
reached.

03

Ratio of internal versus external training

Ratio of internal (in-house) versus external training. 
Ratio can be calculated based on training hours or cost of
training.

Unit: Ratio 

04

Employee satisfaction with training

 

Employee satisfaction with training.

Direction: More is better

Unit: Score

05

ROI of training

 

Resulting increase in knowledge or capability assessed 
with the help of tests before and after training.

1. Your definition is necessary and not sufficient.

The obtained knowledge or capability increase 
must be correlated with the overall productivity 
increase at different levels, including :
- % of economy in time obtained in executing a 
task (individual level)
- Revenue increase (group)
- Etc.

2. jgc39 Says: 

July 6th, 2008 at 12:19 pm

 

There is often confusion between ROI and 
obtaining results. In my opinion, ROI relates to 
how much “return” based on “cost of training”. It 
is usually based on “dollars”.
Results can be based on many other things: 
retained knowledge over time, behavior change, 
customer satisfaction, etc.

See Kirkpatrick Learning Measurements for more

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information.

06

% of HR budget spent on training

 

Percentage of Human Resources budget spent on 
training.

Formula:
[HR budget for training] % of [total HR budget]

Unit: Percentage

07

% of employees gone through training

 

Percentage of employees gone through training in 
measurement period (e.g. quarterly, yearly).

Formula:
[employees gone through training] % of [total number of 
employees]

Unit: Percentage

08

Average number of training hours per employee

 

Total number of training hours divided by the number of 
employees (in FTE).

Direction: Range

Unit: Time

09

Average training costs per employee

 

Cost of training per employee (in FTE) divided by the 
number of employees (in FTE)

Direction: Range

Unit: Money

Mô tả tài liệu

Tổng hợp các công cụ quản lí : BSC, KPI, phầm mềm quản lí nhân sự, hệ thống bài test, từ điển năng lực ...

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