The Necessity of Performance Indicators for Training
To align standards and measurement, key performance indicators for training should be streamlined to ensure that employees are equipped upon deployment.
Companies that are data driven base their department structure through metrics, and this starts with key performance indicators for training, also known as KPIs. One cannot simply assume that a part of the curriculum is ineffective. Also, one cannot simply say that a trainee should not be deployed to operations, as he might not be able to hit the organizational goals.
All claims should be validated by data. And with this, there has to be a standardized set of metrics on how a trainee should be evaluated. Depending on the current business needs of the job or program, all training KPIs should be tailor fit. The actual training curriculum may be adjusted or improved if the current one does not result to yield needed in trainees in terms of hitting the goals.
A training metric by which one may be assessed will depend on the current skill set needed by an employee to contribute to the company. In many customer service oriented companies, for example, the ability to communicate clearly is part of the performance development plan. It is also a part of their metrics and it measures how well they are doing on that aspect of the job. Mostly, this is measured through surveys. However, there has to be objectivity in measuring targets so there are quality assurance specialists in many organizations.
These specialists check if the output or product passed the standards. If not, it is then identified what area of opportunity the employee has. For example, an employee made shoes with black shoelaces instead of white. As it turns out, the employee does not know that the shoelace should be black. This, then, is an indication of the employee’s lack of product knowledge. And this may result to a retraining session.
During the actual training, prior to the employees getting deployed on the floor for production, it is imperative that there is a set of standard assessment for them, which are also currently being used for regular employees. This is to measure if they have the ability to start their employment in production. If the measurement dictates that they need specific improvement in a certain area, the management will decide if they need to be retrained or if the scores are just about enough to keep them employed. Performance indicators for training are all determined by what the company needs and expects from its employees. Ideally, the KPIs for trainees are also the same with existing employees. Majority of these are taken from actual targets of the organization. The most common KPIs include the number of products made, time of hours spent, attendance, tardiness, and the ability to follow company policies.
Without standardization, expectations will not be set and an organization will not be able to set a culture and discipline among employees. It is then no longer an option whether there has to be a KPI standard or not. It is a must for every company to have performance indicators for training, to ensure that all people who will move to the production are really equipped, thus, contributing to the success of the organization.
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