This is because training metrics are measurable values that indicate the effectiveness and impact of the training programs on the IT staff’s knowledge, skills, and performance1. By embedding training metrics into the annual performance appraisal process, the CIO can:
Communicate the importance and value of IT-related training to the IT management team and direct employees2
Motivate and incentivize the IT management team and direct employees to participate in and complete the IT-related training2
Monitor and evaluate the IT management team and direct employees’ progress, achievement, and improvement in the IT-related training2
Provide feedback and recognition to the IT management team and direct employees who excel in the IT-related training2
Identify and address any gaps or issues in the IT-related training or its outcomes2
Embedding training metrics into the annual performance appraisal process can help to create a culture of learning, development, and accountability for IT-related training within the organization. It can also help to align the individual goals of the IT management team and direct employees with the organizational goals of IT governance.
The other options, developing training programs based on results of an IT staff survey of preferences, promoting IT-specific training awareness program, and researching and identifying training needs based on industry trends are not as effective as embedding training metrics into the annual performance appraisal process for ensuring that IT-related training is taken seriously by the IT management team and direct employees. They are more related to the design and delivery of the IT-related training, rather than its integration and evaluation. They may also not have a significant impact on the behavior and attitude of the IT management team and direct employees towards IT-related training, as they may not provide sufficient motivation, feedback, or recognition for participation or completion.
