How Do You Set and Measure Monthly Training Targets in HR? Seeking Your Insights

Dear all respected HR personnel, I would like to ask those in charge of the training department about your monthly targets, the department's goals, and whether these targets are measurable. Additionally, I seek your advice on setting targets such as 4 man-days of training and a 5% increase in trained staff per month.

As an employer, I must comply with my country's regulations and pay a levy for the training fund. Therefore, I believe that the more reimbursement I receive from the fund, the better.

I am interested in your comments and experiences on this matter.

Thank you.

You should categorize your KPIs as Technical Trainings and Behavioral Trainings first. Then you should set different KPIs for different training (separate for technical and separate for behavioral).

Importance of Compliance to TNI

What is important is to have a KPI to ensure compliance to TNI by over 95% (Training Needs Identification). So, identify the training needs of each employee and then, based upon the list which comes out of the TNI form (you will have at least 3 technical and 2 soft skills per employee), you should plan those trainings for the entire year and then monitor compliance to TNI completion on a monthly basis.

Having a training target every month to cover man-days is just a cover-up. I hope this helps.

Thanks,
Varun

Dear Solehuddin Yusof, I have a slightly different take. Yes, I understand the importance of availing benefits that the government of your country bestows for the investment made in training; nevertheless, as an entrepreneur, your main focus should be on the effectiveness of the training. The cost of training is just a small part of the return on investment that you get from the training.

Focus on Outcome-Based Training

If you conduct outcome-based training, the benefits you would accrue are long-term and can bring about cultural change. The reimbursements from the government are just a spin-off. Therefore, my humble request is to concentrate on major benefits and not on minor ones.

Thanks,

Dinesh V Divekar

Thank you for both of the replies. I will take note of that. Currently, I am considering the effectiveness of the training in addition to supporting my bosses with the training figures. This approach will not only assist me in covering for my bosses but will also enable me to have measurable outcomes at a glance.

Measuring Training Effectiveness

Measuring the effectiveness of the training is somewhat subjective for me. I will conduct a Training Needs Analysis (TNA) or Training Needs Identification (TNI) and document the outcomes in a plan. However, I still require methods to assess my work effectiveness, particularly in terms of the training delivered compared to the planned targets.

I intend to categorize the training into different segments and set higher percentage targets for critical and essential training that can enhance productivity and profitability for the company. To achieve this, I will conduct detailed assessments for each training session.

Demonstrating Return on Investment (ROI)

Based on your expertise, what is the simplest way to demonstrate Return on Investment (ROI) for the training conducted on a monthly basis? I need to report monthly results to the management board for my unit.

Thank you and regards,

Solehuddin Yusof