Hello again,

Here is the first of a series (as long as Covers wish it) of articles in Steath Quality.

Today a dear associate saw this over my shoulder and suggested the perfect way to avoid training expenses: don't hold training at all!

But of course we must train, to position ourselves as fully capable of delivering our best products and service; certainly for standards and regulators. We just want to avoid waste while doing so.

Measuring value in employee investments can be very confusing! And the costs are becoming monstrous. They must be tamed so we can remain competitive, especially in a hot labor market. We must tame this training expense beast if we are to thrive, not just survive in business.

Thanks, Jennifer! Interesting article.

Excellant!!! You've been able to put on paper what I have been teaching for years.

Why isn't this in the monthly article thread?

Excellant!!! You've been able to put on paper what I have been teaching for years.

Why isn't this in the monthly article thread?
I don't know; ego, maybe. Somehow The Reading Room seemed like a better place to get started in this sort of thing. I worried that people wouldn't get much out of it, or might not like it.

But I am very happy to be wrong! I am glad you like it. :)

Jennifer,

Wow, what an interesting take on training. I've never seen this approach, but it makes perfect sense. Most organizations approach training and employee development in a scatter-shot manner, and very rarely do they really understand what it costs them or what return they get from it. Nice work! I especially like the fact that your article didn't just throw out some ideas (as my articles often do), but it provided some very concrete tools to put to use.

Craig

Jennifer:

Enjoyed your article very much. I think you should put it in the monthly article "contest".

I can see using this approach with a client or two. This article is going in my tool box. Thanks again!

--Jodi

:topic: Excellant!!!I expect better spelling from you... :notme:

Excellent paper!

I expect better spelling from Randy... - said the Pot, calling the Kettle black!

"Excellent paper! " -Marc
Yep. I agree. Nice work, Jennifer!

Jennifer - In your paper, is that a spreadsheet you made?

Yes, I designed that paper to allow a reader to make their own spreadsheet and enter in the formulas I provided.

Here is the spreadsheet I used, taken from my Master Scorekeeper II tool kit for measuring organizational performance. The attached spreadsheet doesn't have instructions included like some of my other pieces do. It should be pretty easy to use though.

A priase worthy effort.:applause:

Keep it up, Jennifer.

Very Nice Article.

Soft dollars are the first to get cut when times are lean and the last resource to get back when times are good. We have no such quantitative tool here. Still stuck in the 70's.

Thanks, twodazzle

In order to draw a budget for any employee oriented programmes (be it a training OR any type of incentives to enhance motivation), we arrive at a parameter called "VALUE ADDED PER EMPLOYEE" .

VAPE= [Sales-Variable Cost (annualised) ] / Total no. of employees.

Total number of Employees means regular employees, temporary employees, subcontracted labour including supporting functions in company such as administration, purchase etc.

Very Nice Article.

Soft dollars are the first to get cut when times are lean and the last resource to get back when times are good. We have no such quantitative tool here. Still stuck in the 70's.

Thanks, twodazzleThanks twodazzle. Lots of companies are "stuck in the 70s, but some are trying to quantify the qualitative value of employee readiness. This tool can be of some help, but making smart decisions is still up to management. Using one of the quality cost calculators in this forum could help with that.

Happy Holidays to you all!

In order to draw a budget for any employee oriented programmes (be it a training OR any type of incentives to enhance motivation), we arrive at a parameter called "VALUE ADDED PER EMPLOYEE" .

VAPE= [Sales-Variable Cost (annualised) ] / Total no. of employees.

Total number of Employees means regular employees, temporary employees, subcontracted labour including supporting functions in company such as administration, purchase etc.That is an interesting metric. Can you give us an example of what it would look like in action? How do you blend the relative value of all those different roles into a single metric, and what purpose does it serve for you?

Hi Jennifer,:thanx:
Thank you very much for the article, it was indeed a very interesting one.
Best regards,
Raffy:cool:

Friends,

Your boss concerned about training "cost?"

Here is what you should tell her/him:

"If you think training is expensive, try ignorance...." :yes:

Stijloor.