Our training stats include hours of training per employee, training expenditure per employee and percentage of employees trainined. Pretty standard. However I am having some challenges with the best way to calculate numbers of employees for these stats.
I have been using number of employees at start of the year, plus new hires (by portion of year here), less existing employees who leave (by portion of the year not here). However this can lead to >100% for percentage of employees trained. So I have been using for that stat employees at start of year, pluse new hires, it total possible who were here for all or a portion of the year.
What are other organisation using for this calculation?
Ken Cox
One Response
Other possible stats
I found the stats of they type you mention a little misleading: they don’t distinguish training types or staff levels/types – at one point I was getting absolutely NO training,whiloe otehr people were getting heaps, but on average I was getting qutie a lot! They didn’t actually want the training they were getting, as they didn’t find it very useful.
So for example you might be doing technology updates; policy awareness training; job skills training – what is the training about?
And do you distinguish between training that can be classified by competency or locally applicable only?
Why do you want the stats, and how are you going to use them once you record them?
Have you defined length of training?