Planned vs. Actual
Compare approved programs with those actually implemented during the same period. Explain any activities that were modified or have not yet taken place.
Training Reporting Application
Review employee training reports, summarizing activities, participants, costs, and evaluation results, via Sigma HRIS or Forte HRIS. Use this information to identify unmet needs and determine future programs.
Training Reports Detailing Activities and Outcomes
A training report should explain more than the number of events and attendees. HR also needs to see postponed programs, spending, and evaluation findings. This helps management understand what is complete and what still needs attention. Future priorities can then reflect program results rather than the number of classes alone.
Participant Coverage
Count individual employees separately from total attendances. One employee may attend several activities in the same period.
Training Costs
Review the budget plan and actual expenditures on a consistent basis. Provide context when costs cover multiple activities simultaneously.
Results and Follow up
Summarize needs that have been addressed as well as those requiring further review. Use evaluation results as a basis for discussion, rather than relying solely on attendance summaries.
View Employees Who Have and Have Not Attended Training
When the same group attends several events, the attendance count is higher than the number of employees. To understand how widely training has reached the team, HR needs to see who has attended and who has not. Keeping these figures separate avoids overstating how many employees received training.
Agree on Data Definitions
Define events, sessions, individual employees, and total attendances separately.
Check for Completeness
Ensure that implementation data and evaluation results are updated before generating the summary.
Discuss Next Priorities
Use reports to determine remaining needs and the direction of career development.
Training Reports Help Assess Implementation and Priorities
Training reports can summarize programs, participants, actual costs, and available evaluation results. Activity figures are more useful when linked to development needs. A high number of classes does not necessarily indicate whether the team's required skills have improved. HR needs to interpret reports alongside program objectives and supervisor feedback regarding the application of learning outcomes.
Management needs to understand how training time and money were used. Participant and activity counts show the scale of delivery, while evaluation findings explain what employees learned and used at work. Choose the report content around the decisions your company needs to make. Keeping delivery summaries separate from learning outcomes makes it easier to see both completed activities and results that managers have reviewed.
During the demo, use a period with several types of training to discuss how reports should group the data. Include unfinished programs and cases where employees are still waiting for an opportunity to use what they learned. The report should make these situations clear. Bringing the information together can reduce manual collection and give HR more time to discuss which programs to continue, improve, or adjust.
Distinguish Training Attendance from Results at Work
All planned participants may have attended a course while its effect on work has not yet been evaluated. These are different facts and should be reported separately. When discussing the training reporting application, explain the questions management needs answered. The summary can then help identify programs to continue, improve, or prioritize.
A useful report shows completed programs, reviewed results, and outstanding actions. These may be recorded at different times. During the demo, use management's questions to choose the right level of detail. HR can then discuss future priorities using the information needed, without treating attendance or course volume alone as evidence of training value.
The Sigma Solusi Informatika team helps you address training needs through Sigma HRIS and Forte HRIS options. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. Use training program examples during the demo to better illustrate HR team requirements. We assist with preparation and setup based on agreed processes and provide support after the application goes live.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Training Reports FAQs
What information is included in a training report?
Training reports can summarize plans, completed activities, participants, costs, and evaluation results. Select information based on the needs of HR and the management reviewing the program.
Why do employee counts and attendance counts differ?
One employee can attend several activities. The employee count includes each person once, while the attendance count adds up every participation across activities.
Can the report serve as a basis for future planning?
Yes, by reviewing actual execution, unmet needs, and evaluation results. Data should be interpreted alongside job duties, working conditions, and company priorities.
How should training costs per participant be interpreted?
Use consistent definitions for participants and cost scope. Clarify if a single cost covers multiple sessions or groups.
Why should postponed training appear in the report?
Postponed programs may leave learning needs unmet. Showing their status helps HR arrange a new date or an alternative program.
Should the report include evaluation results?
Yes, if required for discussing the program's benefits. Activity summaries need to be supplemented with context regarding the understanding and application of learning outcomes.
Discuss Training Report Requirements with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.