Metric on Training & Development

1. Jon Boyes
Employability and Graduate Development
HR SPOT
www.hrspot.co.in | www.onlinehrspot.com
Kolkata | Bhubaneswar | Online
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HR Analytics
HUMAN RESOURCE MANAGEMENT
HR ANALYTICS

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HR Analytics
HR Metrics
Training & Development
Metrics

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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

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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%

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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

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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

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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

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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?

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