Design Trainer Scorecard
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In any organization, the training element plays an important role in aligning the workforce and the business processes with the business objectives of the organization, which is inclusive of both the existing and new hires. While the training process involves numerous categories spanning across specific processes, skill sets or BPR initiatives, all of which require the ROI (Return on Investment).
A Training Scorecard essentially looks at measuring the efficacy and efficiency of a training program and must ideally focus on finding measurable parameters which are easily quantifiable. Honing the employee skills in sync with the organization objectives and enhancing business performance correspondingly. Focusing on the various dimensions of the training process and linking them with the Balanced Scorecard provides assessable results that can be effectually utilized to measure productivity and quality parameters.
Using the Microsoft Excel Spreadsheet Application, an effective Training Scorecard can be developed which covers various quantifiable parameters that consists of certain metrics and training specific perspectives that derive the net performance of the training program keeping in close check the viability and cost effectiveness.
These programs are designed to benefit the organization and the employees simultaneously by enhancing the competence levels and facilitate contribution the business goals. Now we shall look at the steps involved in creation of a Trainer Balanced Scorecard on the Excel Spreadsheet application that involves the below mentioned process:
- In order to start creating a Trainer Scorecard one needs to plot the basic objectives of a specific training program as per the requirement in case of New Hire training or Existing training. In case of as new hire training program it is important to comprehensively put together the organization dynamics with all intricacies and corporate details coherently to the new joiner to facilitate effective understanding of the organization and its long term objectives and goals and its views regarding the current market share and its future plans as well. The use of various technical and non-technical aids becomes important in developing the employee performance and form a driving force to induce better productivity and quality. .
- Once the goals and objectives are at hand, the next step is to allot various perspective groups on the Balanced Scorecard needs to be plotted that form the four major perspectives of training which includes the Assessment Perspective, Training Delivery perspective, Financial Perspective and Learning and Feedback Perspective.
- Post the determination of the perspectives, the next step is to assign the indicators underneath each perspective. For example, under the Assessment Perspective the four indicators can be put in as follows:
- Product Knowledge Assessment
- Functional Skills Assessment
- Team Work and Goal Assessment
- Post Training Performance Assessment
The Assessment needs to be derived and measured as pr the type of training imparted, whether to a new hire or an existing employee.
- Thereafter, finally the task at hand is to put in the values corresponding to the indicators like Weighted Values, Max, Relative Performance and Absolute Performance.
