Hello

I'm Master student doing my thesis on Linking Training to strategy:
"Implementation and usage of strategic training management"

It would be kind support if some body give me some references

i have to do survey for this, measure strategic effectiveness
Case study or emprical study etc...


-how to measure effectiveness on specfic scale

-survey questions related to strategic-training would be more help full.

-references

some example and refernces would be more helpfull

Best Regards
Imran

Hello

I'm Master student doing my thesis on Linking Training to strategy:
"Implementation and usage of strategic training management"

It would be kind support if some body give me some references

i have to do survey for this, measure strategic effectiveness
Case study or emprical study etc...


-how to measure effectiveness on specfic scale

-survey questions related to strategic-training would be more help full.

-references

some example and refernces would be more helpfull

Best Regards
Imran

Hello, iahmad, welcome to the cove! :bigwave:

Australia has some good materials for planing training in their industries. This one deals with construction: http://www.construction.nsw.gov.au/docs/training/tmg.pdf The evaluations within that document resemble audits of programs. Page 37 shows some more references.

This document is designed to help a small business develop a training plan. It stresses training as objective based, tied to business strategy. http://www.construction.nsw.gov.au/docs/training/training-plans.pdf

This site does a good, compact job of explaining the four levels of training effectiveness per Kirkpatrick's methods. http://www.clomedia.com/content/templates/clo_feature.asp?articleid=531&zoneid=32

Training effectiveness should be evaluated within the confines of those four levels. That is, an evaluation wouldn't mix personnel satisfaction with training (Level 1) with a Level 4 productive measure, such as a before and after measure such as the number of errors on a mortgage application.

This online article lists many ways to measure training value, including ROI. http://www.learningtechnologies.co.uk/magazine/article_full.cfm?articleid=21&issueid=5&section=1

This guide is from the U.S. Office of Personnel Management: http://www.opm.gov/hrd/lead/pubs/spguide.pdf Page 30 shows examples of specific performance indicators for assessing the strategic effectiveness of training. See page 44 for examples of measuring training's value, and 45-46 for strategic contribution. Page 47 shows some more references.

These sites show actual value examples:

http://www.camc.ca/index.php?sv=&category=SMS~Corporate%20Solutions&title=Corporate%20Value
http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_id=1078&p_table=PREAMBLES In this site, see Section IV.B., near the bottom of the page.

I hope this helps!

Hi
yes,this gives good overview for my work.

and usefull too, Thank you. :)

Can i get some thing more specific related to

how strategy is linked with training, i mean linking training with strategy

if you have some idea or refernces please share .


Best Regards
Imran

How to link to a scale: http://www.hanford.gov/safety/vpp/survey.htm

This site does a good, compact job of explaining the four levels of training effectiveness per Kirkpatrick's methods. http://www.clomedia.com/content/templates/clo_feature.asp?articleid=531&zoneid=32

Training effectiveness should be evaluated within the confines of those four levels. That is, an evaluation wouldn't mix personnel satisfaction with training (Level 1) with a Level 4 productive measure, such as a before and after measure such as the number of errors on a mortgage application.


In my experience, the Kirkpatrick training model is the most accepted theoretical
model for evaluation of training effectiveness. If you can't find info on this,
reply and ask and I can dig up a specific citation.

The key issue is that you can assess training from several points of view,
ranging from reaction - did the trainees like the training -- to relevance
to the business-- did the training permit the trainees to actually improve
their performance and meet the strategic objectives?

Best regards,
Brad

Hello
Thanks you for your suggetsion
training effectiveness per Kirkpatrick's methods is usefull for my thesis work

any other suggestion about preparing survey question for my thesis would be nice support for me.

again i repeat here my topic for thesis is

Linking Training to strategy:
"Implementation and usage of strategic training management"

Best Regards
Imran

Hello
Thanks you for your suggetsion
training effectiveness per Kirkpatrick's methods is usefull for my thesis work

any other suggestion about preparing survey question for my thesis would be nice support for me.

again i repeat here my topic for thesis is

Linking Training to strategy:
"Implementation and usage of strategic training management"

Best Regards
Imran
I dare say most organizations do not have organized training systems, particularly enough so to keep records that link strategy to measurable results.

Doing surveys may thus be quite challenging, except for one potential field of interest: safety. There is at least as much data driven training in safety as there is in quality. Can you survey on training for safety, with strategy such as lowering mishap rates or the number of work hours lost to injuries?

OSHA and the U.S. Department of Labor, among others, has a well developed system of measuring training results against strategy, especially in areas such as equipment handling--like forklifts. This is why I pointed you to a report on this subject, available through an agency where there is much more data available.

I do not very well understand why you don't feel you are able to proceed. Maybe I don't know enough about your project and/or reporting requirements.

Hello

for better understanding i'm attaching my Thesis abstract part hope it will give you little understanding about my work.

yes you'r right about safety and other stuff related to strategy it's interesting part that I can mention in my thesis.

more personal what's the future career in this area, i'm having a computer science background ..

Best Regards

iahmads problem and Brad/ Jennifer's mature help are valuable byproducts of our cove. I am sure iahmad must have retired to his work in full swing, as there is lot of reading and application.


I am off to the corrollaries!
I recollect one of the latest Ernst and Young survey report two years back which cited increased tendency among the youth to prefer organisations for their first employment who gave high quality training. The survey report thus concluded that the driving game / USP had shifted from monetory compensation to 'the training potential' for young job seekers. (I can search to provide reference to this survey report if required)

I do wonder to what extent the new-graduates achieve satisfaction at the academic institution state, and by what level are they looking for enhancement in learning at the stage of first employment?

Evidently, in a new graduate, the student satisfaction from his educators at level 1 (reaction / happy ) as from Kirkpatrick terminology and also at level 2 (testing learning) could certainly be extensive, even additionally soliciting good response at level 3 (behaviour or application), what is amiss that causes a phenomenon today as exhibited by Ernst and Young survey report?

And what are the differences in training at academics (say in engineering institutions) vis-a-vis training imparted in industries?

Further what sort of level 4 (business impact) response new graduates may be looking for in academics (and if yes, to what extent this business impact could be made implicit? )

p thareja

Iahmad, I don't know how differently strategic training is done in German companies than here. From my experience in this area I can say the strategic training is much better developed in safety and industrial hygiene than in business strategy.

This is probably because a minimum of safety training is mandated by U.S. workplace safety laws. Even small organizations will be compelled to train in areas such as an overview of the company's safety program, hazardous materials management and operating specific equipment like fork lifts. Since they are interested in results and may actually have to report them, we can look forward to some trended data on mishap/accident rates, lost work days, materials costs (through damage) and Workmen's Comp insurance impact. These are all measurable in dollars, but smaller companies may not have the skills to quantify all the effects as such--they might just list events where employee performance is concerned.

With this exception, over the last decade I have observed disassembly of corporate training programs. The current (U.S.) strategy is to hire already trained workers where possible versus hire untrained people and develop them into skilled labor. I expect this to endure as long as the labor market favors the employers. Workers here are being exhorted to think of themselves as independent contractors, free agents of a sort who are responsible for their own development and to manage their own personal needs that are historicaly covered in fringe benefits. The health care savings fund and contract labor are two examples of motion in this trend.

I would find it an interesting thesis to explore whether this shift has in fact resulted in organizational effectiveness and resulting profitability. I would compare companies that still believe in developing their employees with those that prefer to hire ready-to-work labor. They still exist, but seem to be easier to find through the non-profit channel.

I have a couple of ideas of where to find some more information in this regard.

Cianbro Inc. http://www.e-walker.com/feature_cianbro.html is a northeast U.S. general contractor (construction) that works with a local Department of Transportation affiliate that assists women in gaining nontraditional employment. You might try discussing Cianbro's strategic results with their HR representative.

You might also decide to contact Women, Unlimited Inc. for some more information, such as some of their clients you might interview. http://www.womenunlimited.org/

A third potential source is Jobs for Maine Graduates http://www.jmg.org/overview.htm which is embedded in several dozen secondary schools here. The program entails classes and personal attention to students in the objective of helping them achieve graduation and gainful employment. JMG is a training source that tracks and publishes its performance-based outcome measures. This site may thus help you in both defining appropriate sample measures of effectiveness, and it might be a source for research, from that organization, its clients or both.

Another potential source occurred to me. Try checking out training and development in nursing programs. I recently heard a radio ad for cardiopulmonary nursing personnel, and promised a 12 week internship for general practice nurses interested in certifying in the cardiopulmonary specialty. This is of course in direct response to the labor market--nurses are painfully scarce so their internal training opportunities are now pretty attractive. Hospitals and hospice centers are also providing their own training and development conduits for almost all types of medical personel.

While I have read the general labor market is eventually expected to similarly pressure employers into either developing their employees or pay a premium for already trained labor, I saw a disconnect in the aforementioned persistent prediction that employees must become satisfied with the contract worker premise. You can't have it both ways all the time, but it might happen both ways among different industries.

So you see, this can be a very interesting topic for a thesis and I look forward to the privilege of reading it if you choose to publish it in the Cove.

Good luck, let us know how it goes!

Dear Jennifer Kirley

Wish you a very Happy New Year.

somehow I'm able to finilaze my Thesis survey
http://isnm.de/~iahmad/thesis_survey.php

you can have look at please give some remark ,
hope you get better idea about my work after going through my online survey.

looking forward and many thanks for good suggestions

Best Regards
Imran

Dear Jennifer Kirley

Wish you a very Happy New Year.

somehow I'm able to finilaze my Thesis survey
http://isnm.de/~iahmad/thesis_survey.php

you can have look at please give some remark ,
hope you get better idea about my work after going through my online survey.

looking forward and many thanks for good suggestions

Best Regards
Imran

Thank you Imran, you are very kind.

It is a very happy New Year so far, as my family has moved into a house that we like much better than the last one. It is a source of great relief to have achieved this personal milestone!

Congratulations on your survey. I think most people (members of this board excepted) don't realize how difficult it can be to create a good survey. I looked at it and sent some thoughts in an e-mail. I invite other members to do the same, as I would not dream of claiming to be the best resource for survey/research advice!

Jennifer

Dear Jennifer Kirley

I'm verty happy to know that you and your family doing well after shifting in a new house.

yes, some how I tried to set my questions as per my requirement earlier
I was in big confusion, this you can understand by my previous mails.

finally survey is Up now, I would like to accept your personal advise and suggestion for my further cereer devlopment.

you can send me email at iahmad@isnm.de

Many Thanks and Best Regards
Imran

Hello

for better understanding i'm attaching my Thesis abstract part hope it will give you little understanding about my work.

yes you'r right about safety and other stuff related to strategy it's interesting part that I can mention in my thesis.

more personal what's the future career in this area, i'm having a computer science background ..

Best Regards
Hi Ahmed,
For your thesis, i suggest that you read about the balanced scorecard. The main reference is the first book of Kaplan and Norton about this topic. But there are many useful stuff in the net about the subject.
The fourth perspective in the bsc model - which is a strategic one - relates to learning and innovation. Training is the main action linked to this perspective.
Look also about the concept of learning organization. Some ideas may be of some help to your research work.
Good luck.
a. serhane

Dear serhane

Thank you for your input

yes,I studied BSC and kaplan books before starting this research work.

I would like to invite you in my online survey which is up now
http://isnm.de/~iahmad/thesis_survey.php

please partcipate in my survey if you feel you'r the right candidate for this survey.

Best Regards
Imran Ahmad