Controlling personnel training as a company investment is essential for measuring its effectiveness and ensuring the efficient use of resources. A distinction must be made between two main types of control:
1. Economic Control
Economic control is a quantitative control that focuses on costs and returns. While the costs of training measures are relatively easy to determine, assessing the returns—and thus the value—of these measures in terms of benefits is much more complex.
Key components of economic control include:
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Cost Control:
This method assesses how well personnel training aligns with the principle of economic efficiency. It involves comparing target costs (budgeted expenses) to actual costs incurred during the training program. -
Profitability Control:
Profitability control measures the return on training investments. It is calculated as follows:
Profitability = ((Value of training measure – Costs incurred) / Costs incurred) * 100
This ratio helps companies assess whether the benefits derived from the training justify the costs.
2. Performance Control
Performance control is a qualitative form of control that measures the effectiveness of training in fulfilling its objectives. This type of control is equally difficult as economic control due to the subjective nature of evaluating training success.
Types of performance control include:
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Learning Success Control:
This type of control assesses whether the learning objectives of the training program have been achieved. It can be evaluated during or at the end of the program through surveys, examinations, or tests to determine the extent of knowledge acquisition. -
Application Success Assessment:
This assessment evaluates how well the knowledge and skills gained during the training have been successfully applied in the employee’s actual work tasks. This can be determined through surveys, workplace observations, and personnel assessments.
