KIPs for training

KIPs FOR TRAINING
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01
Training penetration rate 
measures the percentage of employees completing a course or a content area of trainng compared to total number of employees employed
KPI’s only make sense if a benchmark is being ‘chased’ or maintained. There should be industry recommended benchmarks for for all KPI’s . e.g. staff turnover rates etc. Wouldn’t it be helpful to publish the industry recommended ‘targets’ for these KPI’s?
Thanks
coinneach Says: 
July 25th, 2008 at 4:52 am 
Training Penetration is often referred to as “retention”. This means that after a training session a follow up test is undertaken say 3 months later. The difference in scores between the immediate after training test, and the later one is referred to as Training Retention (at least in our organisation). The TR figure should always be +ve else the person is forgetting what they have been taiught.
cornekoh Says: 
September 12th, 2008 at 4:20 am 
Training Penetration and Retention are 2 differents things altogether. Training Penetration is a measure of reach, i.e. what percentage of the employee population actually got trained. For this, the normally desirable benchmark is 100% penetration, nothing less.
As for Retention, it is as defined by coinneach. Retention rates can vary depending on the nature of the training intervention. If it is on the job training, very likely it should be +ve. Whereas for developmental programs where application may not be that straightforward, e.g. applying Six Sigma tools, expect a drop in retention rate.
02
Average time to competence 
Average time it takes until expected competence level is reached.
03
Ratio of internal versus external training
Ratio of internal (in-house) versus external training. Ratio can be calculated based on training hours or cost of training.
Unit: Ratio 
04
Employee satisfaction with training 
Employee satisfaction with training.
Direction: More is better
Unit: Score
05
ROI of training 
Resulting increase in knowledge or capability assessed with the help of tests before and after training.
Your definition is necessary and not sufficient.
The obtained knowledge or capability increase must be correlated with the overall productivity increase at different levels, including :
- % of economy in time obtained in executing a task (individual level)
- Revenue increase (group)
- Etc.
jgc39 Says: 
July 6th, 2008 at 12:19 pm 
There is often confusion between ROI and obtaining results. In my opinion, ROI relates to how much “return” based on “cost of training”. It is usually based on “dollars”.
Results can be based on many other things: retained knowledge over time, behavior change, customer satisfaction, etc.
See Kirkpatrick Learning Measurements for more information.
06
% of HR budget spent on training 
Percentage of Human Resources budget spent on training.
Formula:
[HR budget for training] % of [total HR budget]
Unit: Percentage
07
% of employees gone through training 
Percentage of employees gone through training in measurement period (e.g. quarterly, yearly).
Formula:
[employees gone through training] % of [total number of employees]
Unit: Percentage
08
Average number of training hours per employee 
Total number of training hours divided by the number of employees (in FTE).
Direction: Range
Unit: Time
09
Average training costs per employee 
Cost of training per employee (in FTE) divided by the number of employees (in FTE)
Direction: Range
Unit: Money