Hours spent developing new e-learning training content per trainee

This measure calculates the number of hours spent per trainee on developing new e-learning training content. It is part of a set of Process Efficiency measures that help companies optimize their "develop and train employees" process by minimizing waste and refining resource consumption.

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Measure Category:
Process Efficiency
Measure Id:
103480
Total Sample Size:
195 All Companies
Performers:
25th
– Median
– 75th
–
Key Performance
Indicator:
No

Compute this Measure

Units for this measure are hours.

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Number of hours for developing e-learning training / Number of employees who attend e-learning training

Key Terms

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Process efficiency

Process efficiency represents how well a process converts its inputs into outputs. A process that converts 100% of the inputs into outputs without waste is more efficient than one that converts a similar amount of inputs into fewer outputs.

Measure Scope

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Cross Industry (7.3.0)

  • 7.3.4.1 - Align employee with organization development needs (10490) - Aligning the needs of the employees to development needs.
  • 7.3.4.2 - Define employee competencies and skills (16940) - Defining the skills, knowledge, abilities, and attributes needed to carry out a specific job.
  • 7.3.4.3 - Align learning programs with competencies and skills (10491) - Aligning the learning programs with the core capabilities and competencies of the organization. Contextualize the training programs so that employees can expand their knowledge base and add new skills in line with the core competencies of the organization.
  • 7.3.4.4 - Establish training needs by analysis of required and available skills (10492) - Determining the training necessitated by business processes, using an examination of skill sets that are needed by the organization and those already possessed. Examine the various skills required by individual employees. Design training in light of the availability of resources to provide specific segments of training.
  • 7.3.4.5 - Develop, conduct, and manage employee and/or management training programs (10493) - Creating, implementing, and managing the programs for training employees. Create and design sessions on the basis of the needs and the availability of the skills. Conduct the sessions on the ground. Manage all aspects related to the training programs. Consider including literacy training, interpersonal skills training, technical training, problem-solving training, diversity or sensitivity training, etc.
  • 7.3.4.6 - Manage examinations and certifications (20125) - Managing identified training programs for employees. Engage with industries to provide certifications, administer certification test, and maintain active certification.
    • 7.3.4.6.1 - Liaise with external certification authorities (20126) - Coordinating with third party certification authorities to provide training and certifications for necessary skills.
    • 7.3.4.6.2 - Administer certification tests (20127) - Providing tests to the workforce that will satisfy completion of certifications.
    • 7.3.4.6.3 - Appraise experience qualifications (20128) - Ascertaining the experience level needed to qualify for a specific job or certification within the organization. Some certificates require practical experience as well as training programs.
    • 7.3.4.6.4 - Administer certificate issue and maintenance (20129) - Administering certificates to all candidates that have successfully met experience qualifications, and passed all tests necessary to obtain the certificate.
  • 7.3.4.7 - Monitor and evaluate learning programs (21436) - Oversight of the organization's learning programs. This process also includes the effectiveness of these programs.