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Book: Training Effectiveness Measurement for Large Scale Programs (Kindle)

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About the book

This book addresses the challenges typical technical training managers, and other technical managers face in justifying the return on investment of their programs, particularly for large-scale, investment-intensive programs. This book describes a very intuitive and practical model for the measurement of the effectiveness of technical training programs. The book is based on a 4-tier Return on Effectiveness (ROE) model developed through years of research, observation, and experience. The ROE model uses four simple indices: training reaction index, improvement index, effectiveness index, and impact trends to convey a full picture of the effectiveness of a training program. This feedback-based and data-based approach enables training managers with a step-by-step approach to collect data, measure important indicators and compute the indices to present evidence of the effectiveness of their training programs to the executives.

Target readers

This book is meant for technical training managers who manage the large-scale complex training programs, who are often required to present the value of the training to financial and management executives. This book is good for junior or middle-level training managers to understand the basic approach for measurement of the effectiveness of technical training. This book provides a practical method of measuring training effectiveness based on ‘common sense’ business metrics technical training and engineering program leaders use in the normal course of work, without aiming too big to develop their business or financial acumen.

Book outline

Chapter 1 outlines the critical challenge of measuring the effectiveness of training, particularly large-scale technical training programs.

Chapter 2 introduces the 4-tier simple ROE model and outlines all the six steps of data collection involved in this model.

Chapter 3 discusses the Tier-1 and explains the Reaction Index as a metric to measure.

Chapter 4 discusses how to measure and establish the Improvement Index as a metric to measure training effectiveness.

Chapter 5 establishes the process of computing the Effectiveness Index, a key measure reflecting the effectiveness of the training programs.

Chapter  6 introduces the final tier of the model to compute the Impact Trends for long-term gains from a training program.

Chapter 7 concludes the final thoughts and general guidelines for the training managers to use the 4-tier ROE model.

Table of Content

Chapter 1: TRAINING ROI MEASUREMENT CHALLENGE
Measuring Training ROI
The research

Chapter 2: THE 4-TIER ROE MODEL
Data collection
Step 1: Skills and knowledge drawn from job performance metrics
Step 2: Pre-Training baseline data
Step 3: Post-training self-assessment data
Step 4: Post-training supervisor’s assessment rating (3 months after)
Step 5: Quarterly job performance data
Step 6: Quarterly Business performance indicators

Chapter 3: TIER-1: REACTION INDEX
Measurement
Data Collection
Intent
Applying the model
Making Training Decisions

Chapter 4: TIER-2: IMPROVEMENT INDEX
Measurement
Data Collection
Applying the model
Intent
Making Training Decisions

Chapter 5: TIER-3: EFFECTIVENESS INDEX
Measurement
Data Collection
Intent
Applying the model
Making Training Decisions

Chapter 6: Tier-4: IMPACT TRENDS
Measurement
Data collection
Intent
Applying the model

Chapter 7: FINAL THOUGHTS
REFERENCES

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