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 the minimum and ideal number of trainings to be conducted by each person.

2. For senior people, include the training needs analysis and a sign-off 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 percentage, say 75%, serves as the benchmark. Below that, the training can be concluded as not effective. You need to decide on your internal metrics.

4. Content creation: Set targets on the number of new courses to be created (if done in-house) 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,

Your inputs greatly helped. However, I would be grateful if you could assist me with a sample evaluation metric that I can tweak accordingly.

Regards,
Jhankhana

My apologies, I cannot email 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. Maybe I would be able to help you a little with that. So, if you still need the KRAs 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 KRAs and further aligning the same for my team as well. I will try to incorporate your inputs accordingly.

Thanks and Regards,
Jhankhana

Hi,

Thank you, Rashmi :P, for the valuable information.
Thank you, Vicki :P, for the valuable website.
Keep posting.
Good luck to both of you :)

Regards,
Sravanthi