Analysis of Personnel Training and Development in a Balanced Scorecard

The article is generally theoretical in nature and is devoted to the consideration of the possibility of using the applied strategic analysis of personnel training and development developed by its author, based on the balanced scorecard component of the same name, in the process of studying the strategic aspects of training and development of the organization's personnel. The methodological basis of the study was the concept of a balanced scorecard by R. Kaplan and D. Norton and the concept of applied strategic analysis developed earlier by the author of this article. It is shown that the applied strategic analysis of personnel training and development involves a comparative assessment, diagnosis of deviations and forecasting of the values of the indicators of the personnel training and development component of the organization's balanced scorecard in the context of their strategic goals. It includes an analysis of the level of motivation of employees, the amount of authority delegated to them and the degree to which their personal goals correspond to corporate goals, and an analysis of the degree of empowerment of information systems, as well as an analysis of the quality of retraining and the level of development of the creative abilities of employees. Applied strategic analysis of personnel training and development begins with a comparative assessment of the values of performance indicators that characterize the level of motivation of employees, the amount of authority delegated to them and the degree of compliance of their personal goals with corporate goals, and ends with forecasting the values of factor indicators of the quality of retraining and the level of development of the creative abilities of employees. Its results can be used in the development of long-term, medium-term and short-term management decisions in the area of the organization's activities related to the training and development of personnel. The methodological tools for applied strategic analysis of personnel training and development include methods of absolute, relative and average values, comparison, grouping, graphical and tabular methods, correlation and regression analysis, factor analysis, cluster analysis and methods of expert assessments. The author comes to the conclusion that the applied strategic analysis of personnel training and development is a new and quite effective tool for studying the strategic aspects of an organization's activities related to personnel training and development, forming the analytical support for its strategic management in terms of personnel training and development in modern conditions