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Training KPIs

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  • 1. HR KPIs
    2
    Training Department
  • 2. Training KPIs
    $ Average training cost per full time equivalent (FTE)
    Measures the average amount spent on training for each full time equivalent (FTE) in the measurement period. (note: an FTE of 1.0 is equivalent to a full-time worker)
    # Average training hours per full time equivalent (FTE)
    Measures the volume of training received by each full time equivalent (FTE) in a given time period. An FTE of 1.0 is equivalent to a full-time worker. It requires a clear definition of training as it may include formal, informal and on-the-job training or all types.
    $ Human resources budget spent on training
    Measures how much of the HR budget is directed to training expenses.
    # Training sessions for personnel
    Measures the number of industry specific learning and specialization sessions offered to the hospitality unit's staff.
    % Training return on investment
    Measures the report between net benefit and costs per training program.
    % External training programs
    Measures the rate of external trainings attended by organization employees as part of all training programs in a given period.
  • 3. Continue
    # Learning sessions held for top management
    Measures the number of learning sessions designed for top managers, that they attend during a year.
    % Employees participating in career coaching
    Measures the percentage of employees that are involved in a career coaching program organized by a company.
    % Training certificates
    Measures the percentage of the trainings which offer completion certificates for the participants.
    % HR budget spent on training
    Measures training expenses relative to total HR budget in a given period of time.
    # Average time to competence
    Measures the average time it takes until the expected competence level is reached by employees. The measurement can be done through various tests, interviews and surveys.
    % Training penetration rate
    Measures the percentage of employees completing specific course or content training compared to total number of employees to be trained.
  • 4. Continue
    % E-learning courses utilized
    Measures the percentage of the courses that are realized through electronic support, so called e-learning training.
    $ Total cost of training per year
    Measures the total cost of training within the organization in a year time period.
    % Training cost / sales turnover
    Measure the costs with training programs relative to the total sales turnover.
    % Employees above competence
    Measures the number of employees with good competency scores relative to the total number of assessed employees. Many organization define skills or competencies that employee at each level should be graded on.
    % Employees below competence
    Measures the number of employees with poor competency scores relative to the total number of assessed employees. Employees competency is assessed against standard competency/skills targets set up by each organization in part.
    # Training duration per session
    Measures the average length of a training session during the measurement period of time.
  • 5. Continue
    # Technological competence of hotel staff
    Measures the extent at which hotel staff have the required competences to efficiently use technological equipment such as POS, telephone, online reservation modules etc. on a scale form 1 to 10.
    % Employees assessed in an Assessment Center
    Measures the percentage of employee that were invited to participate in an extended period of evaluation in order to test their performance in various situations which are often modeled on real life work based scenarios.
    % Employees cross-trained
    Measures the percentage of employees (including managers), that received cross-training within the organization, in other tasks or departments.
    # Total hours employees spend in mentoring
    Measures the amount of hours spent by the employees in mentoring activities, as mentees.
    % Employees with higher education
    Measures the percentage of employees with a graduate degree or higher level of education attainment
    % Employees certified for skilled job functions or positions
    Measures the percentage of employees that have an academic certification for the job function or position they occupy.
  • 6. Continue
    % Managers with satisfactory IT literacy
    Measures the number of managers that have a satisfactory IT knowledge base relative to the total number of the organization's managers.
    % Rising stars with mentors
    Measures the number of candidates identified as having potential for a leading positions (high performers) who are included in a mentoring program relative to the total number of candidates.
    % Successor pool coverage
    Measures the percentage of possible successors out of the total number of managerial positions requiring succession focus.
    # Mentoring meetings by each high performer
    Measures the average number of mentoring meetings attended by a high performer candidate (rising star).
    % Re-skilled employees
    Measures the percentage of employees that were re-skilled relative to the total number of employees from an organization who require to be re-skilled.
    % Training course content by type
    Measures the training content coverage on specific organizational interest areas such as technical, customer service, production or leadership development as a percentage of the total number of distinct courses made available.
  • 7. Continue
    # Time in training
    Measures the total number of training days for the employees that were facilitated by the organization during the measurement period (generally one year).
    % Managerial positions without ready candidates rate
    Measures the percentage of managerial positions without a potential successor out of the total number of managerial positions requiring succession management.
    % Employees that have improved skills during last six months
    Measures the number of employees who proved to have improved their skills in the last six months as a result of training and development programs relative to the total number of evaluated employees.
    % New staff who attended an induction program
    Measures the percentage of new staff that attended an induction program from the total number of new hired staff during the measurement period of time
    % Competence development expense out of payroll cost
    Measures the organization expense with employees competence development relative to the payroll expense during the reporting period of time.
  • 8. Continue
    % Educational attainment breakdown
    Measures the distribution of employees qualifications by specific educational levels as percentages of total workforce.
    % Requests for tuition reimbursement
    Measures the percentage of employees requesting tuition reimbursement out of the total workforce.
    % Cross-function job rotation of managers
    Measures the percentage of managerial rotations between functions out of the total number of managerial internal movements.
    # Employee satisfaction with leadership
    Measures the general employee satisfaction with the leadership of their business line, functional area and/or organization as a whole.
    % Leadership development plans (LDP) prevalence rate
    Measures the percentage of managers with a leadership development plan (LDP) in place out of the total number of management positions.
  • 9. Continue
    % Manager instability rate
    Measures the percentage of employees with more than one manager out of the total number of employees.
    # Managers quality index
    Measures the general perception of leadership quality among employees.
    # Average training class size
    Measures the average number of training participants to one class out of all the courses organized.
    % E-learning abandonment rate
    Measures the percentage of employees abandoning e-learning courses out of the total number of employees enrolled in e-learning courses.
    # Employee satisfaction with training
    Measures the general employee satisfaction with the quality, efficiency and effectiveness of the training programs provided by the organization.
  • 10. Continue
    % Training channel delivery mix
    Measures the distribution of training programs by specific channel type such as e-learning training or classroom training as percentages of the total number of training programs made available.
    # Training quality
    Measures the general perception of efficiency and effectiveness of the training courses delivered among employees.
    # Training staff ratio
    Measures total headcount in relation to the training function full time equivalent (FTE) employees.
    % Training compensation expense rate
    Measures total training cost as a percentage of the total compensation expenses incurred.
    % Skill attainment rate
    Measures the number of accreditation, certificates and diplomas acquired as a result of completing a education or training program relative to the number of accreditation certificates and diplomas targeted to be acquired during the measurement period of time.
  • 11. Continue
    # Employees completing sponsored Master in Business Administration (MBA) programs
    Measures the number of employees who completed a Master in Business Administration (MBA) program sponsored by the employing organization as part of the talent development program during the measurement period of time
    % E-Learning pass rate
    Measures the proportion of employees who successfully completed an e-learning course from the total number of employees who attended a e-learning courses during the measurement period of time.
    % Cross training of employees
    Measures the number of organization's employees that are cross trained in different specialization areas relative to the total number of workforce trained.
    $ Average training cost per hour
    Measures the average amount of money spent by the organization for every hour of employees training.
    $ In house learning and development cost per full time equivalent (FTE) employee
    Measures the average amount of money invested by the organization per full time equivalent (FTE) employee in learning and development activities and programs that take place within the employing organization.
    $ External learning & development cost per full time equivalent (FTE) employee
    Measures the average amount of money invested by the organization in learning and development activities and programs that take place outside the employing organization, relative to the number of full time equivalent (FTE) employees.
  • 12. Continue
    % Certified accountants
    Measures the percentage of accountants that possess a recognized certification in the discipline.
    % Average certifications per consultant
    Measures the average number of relevant certifications owned by a consultant.
    % Employees meeting continuing professional development requirements
    Measures the proportion of employees that meet their professional development requirements, as identified by the human resources function or by the departmental manager.