As training manager/director, what's on your dashboard that you report on monthly/quarterly?

(Keep in mind HR & T&D have different manager/director in my organization)

We have:
- training hours
- instructor hours
- total number of training sessions scheduled/delivered
- average assessment scores
- initial assessment pass/fail rate
- reassessment pass/fail rate
- total trainer admin hours (prep, tracking, etc)
- turnover within 30 days and 31/90 days of hire
- projects/hours
- hours of on the job observations

What do those stats say? I mean in the analysis of "training hours" or "total number of sessions"... what does that tell people about the organization?

This first step in revising our dashboard is for the Training Manager and Director to manage/coach our Trainers and their workload and represent to the business their productivity and contributions.

I realize we also need to show contributions and effectiveness in allignment to business initiatives and objectives - that is a different dashboard. When our customer requests services, we have it built into the eform on which business initiative this request alligns with.

Training hours and total number of sessions help to provide a picture of productivity meassurements.
Example:
If due to business volume we are only allowed 10 participants at a time in a four hour training session and we have 500 people to train this is a very different requirement of time than being able to train 100 participants at a time. While the training hours would be the same in both situations, the number of sessions and instructor hours will be much larger.

Please share components that you have on your dashboard. I am eager to get additional ideas and perspectives from benchmarking.

Do these trainers also create/edit materials, or does a different group do that?

If they create/maintain instructor-led curriculum, job aids, computer based training, an LMS system, user manuals, etc, then those items could also be included to paint a picture of how they spend their time.

Are you an ASTD member? T&D had a great article in the August edition called "How CEOs View Learning Success". http://www.astd.org/TD/Archive...C/0908_AugustTOC.htm

It's interesting to note that a survey of CEOs rated the following metrics in this order of importance (notice Level 1 smile sheets are last)

• 1. Impact (programs are driving the top 5 business measures)
  
• 2. ROI (percent of return)
  
• 3. Awards (industry awards)
  
• 4. Application (employees use the skill on the job)
  
• 5. Learning (Knowledge increase from learning programs)
  
• 6. Inputs (# of people who received training)
  
• 7. Efficiency (cost of learning per hour consumed)
  
• 8. Reaction (employees rated the training very high)
  

Based on this, creating a scorecard which can tie programs and actions to the company goals is most important (as it should be).

Thomas.