TOPIC 5:

IMPLEMENTING TRAINING & HUMAN

RESOURCE DEVELOPMENT PROGRAMS
Sub-Topics:
5.1 Learning KPI Goals
5.2 Training Activities (Facilities, Equipment, Create Questionnaire)
5.3 Focus on linking to Organizational Goals

Presenters: Raphael Jus T. Manayon

Madonna Lyn O. Marquez
Ma. Isabella R. Mangmang
 INTRODUCTION

Effective Training and Human Resource

Development (HRD) programs are critical to
building a skilled, engaged, and high-
performing workforce. These programs align
employee development with organizational
goals, ensuring a competitive edge in today's
dynamic business environment.
OBJECTIVES

● Enhance employee skills and knowledge.

● Promote career development and employee retention.
● Align training programs with organizational objectives.
● Measure and optimize the impact of training initiatives.
COMPONENTS OF TRAINING & HRD PROGRAMS

1. Needs Analysis
● Organizational Needs: Identify areas for improvement to meet
strategic goals.
● Task Analysis: Understand specific job requirements.
● Employee Needs: Assess skill gaps and career aspirations.
COMPONENTS OF TRAINING & HRD PROGRAMS
2. Program Design
● Define Objectives: Establish clear learning outcomes.
● Select Delivery Methods: Options include on-the-job training,
workshops, e-learning, and mentoring.
● Content Development: Tailor materials to target specific skills
and competencies.
COMPONENTS OF TRAINING & HRD PROGRAMS

3. Implementation
● Resource Allocation: Assign budgets, trainers, and tools.
● Scheduling: Ensure minimal disruption to operations.
● Engagement Strategies: Use interactive sessions,
gamification, and real-world applications to boost participation.
COMPONENTS OF TRAINING & HRD PROGRAMS

4. Monitoring and Evaluation

● Feedback Mechanisms: Use surveys and interviews.
● Assessment Tools: Implement pre- and post-training
assessments.
● Performance Metrics: Track improvements in KPIs (Key
Performance Indicators).
 5.1 Learning
KPI Goals
Presenter:
Raphael Jus T. Manayon
What is
KPI stands for Key Performance Indicator.
It is a measurable value that demonstrates
how effectively an individual, team, or
organization is achieving a specific objective.
KPIs are used to evaluate success in
reaching targets and assessing performance
against predefined goals. They are essential
tools for tracking progress, driving
performance, and guiding decision-making in
various organizational functions.
Importance of Learning KPIs
KPIs are measurable values that
assess the effectiveness of training
programs. They link learning outcomes
to business objectives, ensuring
accountability and continuous
improvement.
PURPOSE OF KPIs
● Track Progress: KPIs help track the progress of key objectives over time,
allowing organizations to monitor their achievements and take corrective actions
if needed.
● Measure Effectiveness: They are used to measure how well strategies,
initiatives, and actions are working toward achieving specific business goals.
● Guide Decision-Making: KPIs provide quantitative data that informs strategic
and operational decisions, helping business leaders make informed choices.
● Focus Resources: By identifying what’s important, KPIs help prioritize efforts
and resources, ensuring that teams focus on actions that will have the greatest
impact.
PURPOSE OF KPIs
● Track Progress: KPIs help track the progress of key objectives over time,
allowing organizations to monitor their achievements and take corrective actions
if needed.
● Measure Effectiveness: They are used to measure how well strategies,
initiatives, and actions are working toward achieving specific business goals.
● Guide Decision-Making: KPIs provide quantitative data that informs strategic
and operational decisions, helping business leaders make informed choices.
● Focus Resources: By identifying what’s important, KPIs help prioritize efforts
and resources, ensuring that teams focus on actions that will have the greatest
impact.
Characteristics of a
Key Performance
Indicator
They should KPIs must be
clearly define quantifiable, so
the goal or progress can be
performance tracked and
area being analyzed.
measured.
The targets KPIs must be
set by the KPI aligned with the
should be overall business
realistic, given objectives and
available relevant to the
resources and stakeholders.
constraints.
Time-Bound: KPIs should have a clear
timeframe for achieving the goal, whether
it’s short-term, mid-term, or long-term.
What is KPI Goal?
A KPI Goal is a specific target set for a Key
Performance Indicator (KPI), which is a measurable
metric used to track and assess the success of an
individual, team, or organization in achieving a particular
objective. KPI goals represent the desired outcome or
level of performance for a KPI, providing a benchmark
against which progress and success can be measured.
Key Elements of KPI Goals
1. Clarity: Clearly defined and unambiguous, ensuring all stakeholders
understand the expected results.
2. Alignment: Directly tied to broader business objectives, ensuring
efforts contribute to overall strategic priorities.
3. Measurement: Quantifiable to facilitate tracking and evaluation of
progress over time.
4. Timeframe: Associated with a specific deadline or period, such as
monthly, quarterly, or annually.
Purpose of KPI Goals
● Focus: They help prioritize efforts on critical areas that impact
organizational success.
● Accountability: Establish clear performance expectations for
individuals, teams, or departments.
● Motivation: Provide a clear vision of success, encouraging teams to
strive for achievement.
● Assessment: Serve as a benchmark to measure progress and
identify areas for improvement.
Characteristics of Effective KPI Goals
KPI goals should follow the SMART framework:
● Specific: Clearly defined and focused on a single objective.
● Measurable: Quantifiable to track progress and evaluate success.
● Achievable: Realistic and attainable with the resources available.
● Relevant: Aligned with business priorities and objectives.
● Time-bound: Associated with a clear deadline for achieving the
goal.
TYPES OF KPIs
KPIs can be divided into two primary categories:
Lagging Key Performance Indicators (KPIs) are metrics that measure
the outcomes of actions or these measure the outcome of past action.
These KPIs are typically historical in nature and focus on results rather
than predicting future performance. They show what has already been
achieved and provide insight into historical performance. They are
essential for evaluating whether strategic goals or objectives have been
achieved.
CHARACTERISTICS OF LAGGING KPIS
1. Retrospective: They measure past performance.
2. Outcome-oriented: They focus on the final results of efforts or
strategies.
3. Easily Measurable: Often derived from historical data or reports.
4. Diagnostic: Help in understanding if specific initiatives or actions
were successful.
EXAMPLES OF LAGGING KPIs
1. Financial Metrics:
○ Revenue: Total income generated over a specific period.
○ Profit Margin: Net profit as a percentage of revenue.
2. Operational Metrics:
○ Customer Retention Rate: Percentage of customers retained over a period.
○ Project Completion Rate: Number of projects completed on time.
EXAMPLES OF LAGGING KPIs
3. Sales Metrics:
○ Units Sold: Total number of products sold in a quarter.
○ Market Share: Percentage of total sales in the industry held by the company.

4. Human Resource Metrics:

○ Employee Turnover Rate: Percentage of employees who leave the
organization over a time frame.
TYPES OF KPIs

Leading Key Performance Indicators (KPIs) are metrics that

predict future performance and outcomes. They are proactive in
nature and measure inputs, processes, or activities that influence
the achievement of a desired goal. By monitoring leading KPIs,
organizations can take corrective actions early to ensure better
results.
Leading KPIs differ from Lagging KPIs, which measure
outcomes or results after the fact.

For example, while sales revenue is a Lagging indicator, the

number of sales calls made is a Leading indicator as it predicts
potential revenue generation.
CHARACTERISTICS OF LEADING KPIS
1. Predictive: They indicate future trends or outcomes.
2. Actionable: Organizations can influence these metrics through
immediate actions.
3. Time-sensitive: They are measured frequently to provide real-time
feedback.
4. Specific to processes: They are tied to activities that directly
impact objectives.
EXAMPLE OF A LEADING KPI
Scenario: A marketing team aiming to increase website conversions.

● Objective: Improve the number of website leads.

● Lagging KPI: Conversion rate (percentage of website visitors who become
leads).
● Leading KPI: Number of email campaigns sent.
Explanation:

Sending more targeted email campaigns increases the likelihood of website visits, which in turn
may result in higher conversions. By tracking the frequency and quality of email campaigns, the
team can forecast their impact on conversion rates and adjust their strategy proactively.
COMMON EXAMPLES OF KPIS:
Financial KPIs:
● Revenue Growth Rate: Measures how quickly a company’s revenue is
increasing.
● Profit Margin: A ratio that shows the profitability of a company, calculated by
dividing net income by total revenue.
● Return on Investment (ROI): Measures the profitability of an investment
relative to its cost.
● Operating Cash Flow: Tracks the cash generated from a company’s regular
business operations.
COMMON EXAMPLES OF KPIS:

Customer KPIs:
● Customer Satisfaction (CSAT): A measure of customer contentment with a
product or service, often collected via surveys.
● Net Promoter Score (NPS): Gauges customer loyalty and likelihood of
recommending a company’s products or services.
● Customer Retention Rate: The percentage of customers a company retains
over a specific period.
COMMON EXAMPLES OF KPIS:

Sales KPIs:
● Sales Conversion Rate: The percentage of leads or prospects that
are converted into actual sales.
● Average Order Value (AOV): Measures the average revenue
generated per customer order.
● Sales Growth: Measures the increase in sales over a set period.
COMMON EXAMPLES OF KPIS:

Operational KPIs:
● Cycle Time: The total time from the start to the end of a process.
● Inventory Turnover: The number of times inventory is sold or used in
a given period.
● Product Defect Rate: Tracks the percentage of products produced
that are defective.
COMMON EXAMPLES OF KPIS:
Employee KPIs:
● Employee Engagement: Measures the level of enthusiasm and
commitment employees have toward their work.
● Employee Turnover Rate: Tracks the rate at which employees
leave an organization, indicating the company’s retention ability.
● Time to Hire: The average time it takes to fill a vacancy within an
organization.
HOW KPIs ARE SET?
Setting effective KPIs involves several steps:
● Identify Business Objectives: The first step is to understand the
strategic goals of the organization. These might include increasing
revenue, improving customer satisfaction, or enhancing operational
efficiency.
● Select Relevant KPIs: Once goals are clear, KPIs must be chosen
that reflect how well those goals are being achieved. For example, to
increase sales, the sales conversion rate may be a relevant KPI.
● Set Targets: For each KPI, a target or benchmark should be
established. This could be a specific number or percentage, such as
increasing revenue by 10% in the next quarter.
● Define Metrics and Time Frames: Establish clear metrics (how to
measure) and time frames (when the goal should be achieved).
● Monitor and Adjust: KPIs should be monitored regularly to ensure
they are on track. Adjustments can be made if external factors or
business needs change.
BENEFITS OF
KPIs
● Clear Focus: KPIs help individuals and teams prioritize tasks
and align their efforts with business objectives.
● Enhanced Performance: By setting clear targets, KPIs drive
improvement in both individual and organizational performance.
● Informed Decision-Making: KPIs provide a data-driven
foundation for decision-making, reducing reliance on intuition or
assumptions.
● Accountability and Motivation: KPIs provide clear, measurable
targets that hold teams accountable and motivate them to
achieve their goals.
 5.2 Training Activities (Facilities, Equipment,
Create Questionnaire)

Presenter:

Madonna Lyn O. Marquez

 5.3 Focus on linking to Organizational Goals

Presenter:

Ma. Isabella R. Mangmang