Make your training sessions more fruitful with BSC

The word 'Training' has always held an important place for organizations, when it comes to enhancing and maintaining the competence level of employees at the workplace

Stating it in more simplified manner, such interactive sessions enable the staff know nitty-gritties of their profile well so as to make them more successful in meeting their targets. All this goes in laying the foundation of a healthy and fruitful team.

Moving ahead, though in majority of the cases, training is interpreted as something that is administered in the initial stages only, such arrangements are also made by the management group to 'update' and 'reinforce' the teachings and learning imparted to employees earlier.

Taking the subject further, to ensure that the benefits are drawn maximally, one has to bring an 'evaluation device' in the talk. A BSC (Balanced Scorecard) makes for an effective answer to take care of difficulties faced in the way. It has been widely used in a large number of sectors and industries to help 'monitor' the proceedings of a given task. The credit for high acceptance level of this strategy goes to 'quantitative components' incorporated in the scorecard. These parameters called, 'KPIs (Key Performance Indicators)' take care of the measurement issues in an impressive fashion thereby sealing the 'calculation hurdles'. By arming oneself with a tailored scorecard to count the 'training pitfalls', the users can provide highly customized capsules to take ahead the motives and aims of the organization.

However, the act of choosing relevant indicators should be based upon appropriate grounds. This is to say that the user should not include a particular KPI in the scorecard just because it is 'countable'. In other words, this measure should be tested with regard to its potency in focusing on the pre-set objective.

To start with, one can group together the seemingly useful measures under different categories like- Finance, Internal Processes, Human Resources Perspective and Education and Growth Perspective.

Tackling these in stepwise manner, one can club the indicators like budget proportion, annual rise in training expenses, cost savings and cost per employee under finance perspective.

Internal processes can have parameters such as ‘annual rise in number of participants’, ‘internal: external training ratio’, ‘number of training days per employee’ and ‘frequency of training sessions’.

Human Resources perspective can have the following indicators- ‘workforce say degree’, ‘employee attitude improvement’, ‘employee involvement fraction’ and ‘skills upgrading index’. Finally, education and growth perspective can be had with KPIs like ‘focus attainment’, ‘rise in cost savings’, ‘results improvement’ and ‘drop in issues’.

Thus one can clearly find that the effective use of the BSC technique can help in aligning training sessions in a more potent manner.