Training constitutes a significant part of companies’ expenses. Most companies do not have any concrete indication of how this expense contributes towards their return on investment. In order for training practitioners to provide meaningful analysis of trends, measure return on investment, show the relation between training spent and achievement of specific company priorities, they need a proper Training Administration System in place.
When training data management is only driven by the need to comply with Skills Development – and Employment Equity Legislation, the training practitioners will lose credibility and will only be regarded as an “overhead” to business. It is only where the training practitioner has a proper training data management tool when this perception of an “overhead” will change and become a key role player in achieving organisational priorities.
The “Training Administration Module” is one of the longest running modules in the HR Manage suite and was one of the first proper training management software systems available in South Africa. At the time, the concept of a specialised HR software system that can do proper tracking of training and generate SETA reports was nonexistent. The diagram below shows a high level overview of the process flow supported by this module:
An important part of managing training is the process one follows to determine training needs. If this process is based on an “open menu” approach the training practitioners will end up as “events organisers” were people are attending exciting training courses based on their selection from an open list but with very little direct relation to specific skill gaps in their own portfolio.
This module links specific courses required to do one’s work with Key Performance Areas. These will display on a web page were an employee can log on and see the “gaps”. The selection of training options is more focused and can be prioritised for the Workplace Skills Plan.
The system also allows the creation of Training Collections that basically contains a set list of interventions. Employees can then quickly be assessed against a training collection to determine training gaps and this can be done either in HR Manage or by managers via the web.