Hi, I am currently a part of the Learning & Development team in a bank. Can someone please help me to set SMART KRAs for myself as well as my team?
From India, Mumbai
From India, Mumbai
Hi Jhankana,
You need to include the following:
1. Number of trainings planned for the year and allot minimum and ideal number of trainings to be conducted by each person.
2. For senior people, include the training needs analysis and a signoff on the training needs analysis from top management.
3. Finalize metrics for evaluating trainings conducted (questionnaires, observation etc) - This is critical and ensure that a certain %, say 75% as the benchmark. Below that the training can be concluded as not effective. You need to decide your internal metrics
4. Content creation: Set targets on number of new courses to be created (if done inhouse) and the deadlines for the same.
This is something we aggressively do in our company. We are an eLearning company. We have evaluation metrics for certifying the effectiveness of our eLearning programs. So if a course is not effective, in classroom training, the problem lies with either the trainer or the content. Your evaluation metrics should identify the problem..
Trust this helps.
Regards,
Rashmi
Email:rashmi@kern-comm.com
From India, Pune
3You need to include the following:
1. Number of trainings planned for the year and allot minimum and ideal number of trainings to be conducted by each person.
2. For senior people, include the training needs analysis and a signoff on the training needs analysis from top management.
3. Finalize metrics for evaluating trainings conducted (questionnaires, observation etc) - This is critical and ensure that a certain %, say 75% as the benchmark. Below that the training can be concluded as not effective. You need to decide your internal metrics
4. Content creation: Set targets on number of new courses to be created (if done inhouse) and the deadlines for the same.
This is something we aggressively do in our company. We are an eLearning company. We have evaluation metrics for certifying the effectiveness of our eLearning programs. So if a course is not effective, in classroom training, the problem lies with either the trainer or the content. Your evaluation metrics should identify the problem..
Trust this helps.
Regards,
Rashmi
Email:rashmi@kern-comm.com
From India, Pune
Thank You Rashmi, You inputs greatly helped. However, grateful if you can help me with a sample evaluation metrics, I can tweak it accordingly. Regds, Jhankhana
From India, Mumbai
From India, Mumbai
My apologies, I cannot mail the evaluation metrics since it is core to our business. Regards, Rashmi
From India, Pune
From India, Pune
Hi Jhankhana,
Actually I did find Rashmi's post quite interesting and informative.
may be I would be able to help you a little on that so if you still need the KRA's and if they are not awfully time bound I would be more than happy to help.
Regards,
Ravi Gorowala
Actually I did find Rashmi's post quite interesting and informative.
may be I would be able to help you a little on that so if you still need the KRA's and if they are not awfully time bound I would be more than happy to help.
Regards,
Ravi Gorowala
Hello Jhankhana. Training metrics are of two basic types:
1. Efficiency – how efficiently are we using the organizations resources in delivering training?
2. Effectiveness – how effectively are our training activities leading to desired organizational outcomes?
Examples of efficiency metrics include:
-trainer load (% utilization of each trainer)
-cost per training hour (total design/development/delivery costs per hour of delivery)
-cost per skill attained (cost per participant achieving minimum pass score)
Examples of effectiveness metrics include:
-pass rate (% of participants achieving minimum pass score)
-transfer rate (% of learned skills used on job three months after training)
-organizational results (% reduction in defects, % increase in customer satisfaction)
You can find out more about training metrics at http://www.businessperform.com/html/...ffectiven.html
You’ll also find here some links to evaluation resources.
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
1. Efficiency – how efficiently are we using the organizations resources in delivering training?
2. Effectiveness – how effectively are our training activities leading to desired organizational outcomes?
Examples of efficiency metrics include:
-trainer load (% utilization of each trainer)
-cost per training hour (total design/development/delivery costs per hour of delivery)
-cost per skill attained (cost per participant achieving minimum pass score)
Examples of effectiveness metrics include:
-pass rate (% of participants achieving minimum pass score)
-transfer rate (% of learned skills used on job three months after training)
-organizational results (% reduction in defects, % increase in customer satisfaction)
You can find out more about training metrics at http://www.businessperform.com/html/...ffectiven.html
You’ll also find here some links to evaluation resources.
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
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Key to an effective training design.pdf
'Goal-Setting' Quotations for Training program.doc
Vision Is The Key To Results.pptx