Setting Training Key Results Areas (KRAs) - Learning & Development team in a bank

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?

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

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

My apologies, I cannot mail the evaluation metrics since it is core to our business.
Regards,
Rashmi

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

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

Dear All,
Thank you for your valuable inputs. I am in the process of incorporating my Key KRA's & further align the same for my team also. I will try to incorporate your inputs in the same.
Thanks & Regds,
Jhankhana

Hi
Thankyou Rashmi :P for the valuable information
Thankyou Vicki :P for the valuable website
Keep posting
Good Luck for both of you :)
Regards
Sravanthi