Depending on what types of training and certifications your organization deems important will help guide what to track and how to track it.
Within certain industries, the regulatory agencies that oversee compliance will dictate what is important, the time frames in which renewal of certifications or continuing education requirements are to be met. From this information, it is easy to understand what is required to track and how formal or informal the tracking must be.
Yet in other industries and businesses, where training is a part of normal onboarding or a certain level of mastery is desired from employees in different stages of professi
onal development - what to track becomes a little less clear. In this case, it is important to first set standards and expectations of what job success looks like for each position or within departments and track training from there. For example - within human resources, it is important within the onboarding journey that employees receive sexual harassment training, or diversity training. In this case, it is less important that training be tracked because it eventually expires, and more important that training is tracked to ensure that each employee receives consistent and timely training during their onboarding process.
Another type of training that can be tracked is new manager training, or any sort of in-house training that is put together by a team that is important to complete to show mastery of position, job function, or leadership capabilities. As in-house training programs become more prominent, tracking training will also become key into maintaining a ready and competent workforce.
Even still, there are other areas of compliance that may need to be tracked - think flu shots (if they are required), or other medical screenings. Any tiny thing that a business believes to be important for the professional success of their employees can be taken into account when determining what is important and why it’s important to be tracked.
