Training's Impact on Time-to-Proficiency for New Bankers in a Financial Services Organization

2016 ◽  
pp. 169-185
Author(s):  
Kevin S. Thompson
Keyword(s):  
Performance Measurement ◽  
Financial Services ◽  
Return On Investment ◽  
Training Programs ◽  
Financial Analysis ◽  
Training Costs ◽  
Financial Perspective ◽  
Evaluation Of Training ◽  
Concept Theory ◽  
And Training

The evaluation of training investments from a financial perspective is of interest to practitioners, however little support exists to guide the work. Specifically analyzing the return on investment (ROI) of training programs is discussed often, but practiced rarely. This chapter addresses training ROI through concept, theory, and examples. Concept and theory is explored via strategy, financial analysis, and training perspectives. A comprehensive financial services example explains how ROI performance measurement parameters are established and how related training costs are determined to support ROI calculation. The aim of the chapter is to arm training practitioners with the knowledge and framework needed to perform ROI analysis on investments in training.

scholarly journals Calculating the Economic Viability of Corporate Trainings (Traditional & eLearning) using Benefit-Cost Ratio (BCR) and Return On Investment (ROI)

2019 ◽  
Vol 12 (1) ◽  
pp. 41
Author(s):  
Srichand Devarakonda
Keyword(s):  
Test Scores ◽  
Return On Investment ◽  
Training Programs ◽  
Cost Benefit Analysis ◽  
Corporate Training ◽  
Cost Benefit ◽  
Cost Ratio ◽  
Benefit Cost Ratio ◽  
Training Costs ◽  
Sales Employees

<p>The intent of this paper is fourfold: (a) to document chronologically the history of corporate training; (b) to discuss the importance of corporate training highlighting the reasons why eLearning is gaining traction; (c) to report the results of a research study conducted with 85 sales employees in a U.S.-based organization; and (d) to calculate the return on investment (ROI) for the training costs incurred by the company and validate if the training was economically viable. Forty-two employees received the Traditional mode of training and the remaining 43 received the eLearning mode. The researcher made several comparisons. First, pre-training test scores were compared to post-training test scores to determine differences between training modes (Traditional or eLearning). Second, post-training test scores of Traditional vs. eLearning mode were compared to determine differences between the modes of training. Third, pre-training sales numbers were compared to post-training sales numbers to determine differences between training modes (Traditional or eLearning). Finally, post-training sales numbers of Traditional vs. eLearning mode were compared to determine differences between training modes. Previous researchers have compared pre- and posttest scores. Some have documented the cost-benefit analysis of training programs and described the ROI percentage achieved from training. However, previous researchers have not detailed the exact dollar value of the benefits achieved from training programs, discussed actual sales numbers, or discussed actual revenue data to show how these were used for tangible ROI in dollar value. To the author’s knowledge, this will be the first peer-reviewed study to document, describe, and calculate the aforementioned details.</p>

Training programs and performance measurement

2009 ◽  
Vol 13 (4) ◽  
pp. 294-315 ◽  
Author(s):  
Antonella Cifalino ◽  
Stefano Baraldi
Keyword(s):  
Performance Measurement ◽  
Balanced Scorecard ◽  
Training Programs ◽  
Systematic Evaluation ◽  
Content Type ◽  
Strategic Performance ◽  
The Balanced Scorecard ◽  
Organisational Effectiveness ◽  
Evaluation Of Training ◽  
And Performance

PurposeThis paper aims to present an exploratory study of the evaluation of training programs, based on a theoretical framework reviewing both the training literature and the strategic performance measurement (SPM) literature. The purpose of the paper is to analyse whether the operational approach (suggested by the training literature) and the strategic approach (suggested by the SPM literature) are actionable and feasible to measure the performance of training programs, and which relationships occur between these approaches.Design/methodology/approachThe methodology supporting the paper is largely oriented to action research. The research project took about 12 months, working with five Italian healthcare organisations in order to develop an actionable system for measuring the performance of selected training programs.FindingsThe results suggest that the operational and the strategic approaches are actionable and feasible to measure the performance of selected training programs; that these approaches are complementary, and not alternative; and that their contextual use is mutually beneficial, because it allows alignment of the evaluation of training programs towards organisational priorities.Research limitations/implicationsThe limitations of the paper concern its explorative nature. The paper does not expand its focus from the training programs to the training function, and from the training literature to the strategic human resource literature. Research on these topics may contribute to further analysing the links between training evaluation and SPM systems.Practical implicationsThe paper shows the feasibility of a systematic evaluation of selected training programs at an organisational level of analysis, aiming at increasing organisational effectiveness.Originality/valueThe paper suggests the relevance of evaluating training programs according to an SPM framework based on the Balanced Scorecard.

A Systematic Model for Designing and Implementing Staff Development and Training Programs for Rehabilitation Counselors

1987 ◽  
Vol 18 (2) ◽  
pp. 11-14
Author(s):  
Mark M. Beardsley ◽  
Stanford E. Rubin ◽  
William E. Garner
Keyword(s):  
Staff Development ◽  
Staff Training ◽  
Training Programs ◽  
Rehabilitation Counselors ◽  
Specific Training ◽  
Sequential Model ◽  
Training Outcomes ◽  
Job Tasks ◽  
Evaluation Of Training ◽  
And Training

A sequential model for designing and implementing staff training programs for rehabilitation counselors (RCs) is presented. The model includes six steps or phases and emphasizes identification of RC job tasks, establishment of specific training goals, and evaluation of training outcomes. Applications of the model are discussed.

EFEKTIVITAS PENDIDIKAN DAN PELATIHAN DALAM MENINGKATAN KINERJAAUDITOR DI INSPEKTORAT KABUPATEN LAMONGAN PROVINSI JAWA TIMUR

2020 ◽  
Vol 12 (2) ◽  
Author(s):  
Ely Sukmana
Keyword(s):  
Training Programs ◽  
Positive Impact ◽  
Education And Training ◽  
Technical Training ◽  
Functional Training ◽  
Inductive Approach ◽  
Direct Observations ◽  
Qualitative Descriptive ◽  
And Training ◽  
Descriptive Method

Effectiveness of Education and Training in Increasing Auditor Performance at the Lamongan Regency Inspectorate of East Java Province. This study aims to find out and analyze education and training to be the driving factors for improving the performance of auditors at the Inspectorate of Lamongan Regency, East Java Province. The researcher used a qualitative descriptive method with an inductive approach. The conclusion of this study is the effectiveness of education and training carried out through technical training programs held by the Lamongan District Inspectorate and the implementation of functional training and technical training outside which aims to improve the performance of the Lamongan District Inspectorate auditors, including being effective. This can be understood from the results of the overall study through interviewing the author with sources and direct observations. The indicators of effectiveness of auditor participation to carry out technical training carried out by the Inspectorate and functional training and technical training held outside of stating that, every implementation. Education and training can have a positive impact on the auditor of the Lamongan District Inspectorate in improving performance to carry out their duties and functions as internal government supervisors.

The Challenge of Traditional Market Traders in Denpasar City with the Problem of Business Management and Sales Strategy

2018 ◽  
Vol 9 (07) ◽  
pp. 20880-20885
Author(s):  
Luh Kadek Budi Martini ◽  
Putu Sri Astuti ◽  
Luh Komang Candra Dewi
Keyword(s):  
Marketing Strategy ◽  
Financial Analysis ◽  
Business Management ◽  
Organic Fertilizers ◽  
Sales Strategy ◽  
Communication Techniques ◽  
Traditional Market ◽  
Financial Transactions ◽  
And Training

Challenges by traditional fruit market traders in Denpasar are weaknes in business management, bookkeeping administration sales strategy, buyers service, communication techniques, and rotten fruits that do not sell yet untapped. The purposes of this empowerment are to (1 ) improvement of business management, (2) increased of knowledge for traders: bookkeeping administration is the procedure of recording financial transactions and can easily perform financial analysis, sales strategy, especially arrangement of merchandise (display), service to buyers, communication techniques and transactions honest but still profitable, (3) utilization of rotten fruit that is not sold to be processed into MOL (local microorganisms) for the manufacture of organic fertilizers in the household scale. The method used is counseling and training. The results of the activities are as follows: 1) fruit trader group can already well manage its trading business.2) fruit trader group can make good administration and business bookkeeping 3) fruit trader group can make marketing strategy by arranging (display) with well, and already use Show Case for display merchandise, customer visits increased 25%. 4) Fruit merchant group can already utilize rotten fruit as MOL for liquid crop fertilizer

A Study On Employee Perception On Effectiveness Of Training Programs In Myanmar Citizens Bank

2019 ◽  
Vol 118 (11) ◽  
pp. 603-618
Author(s):  
ZawZawMyint ◽  
Sandeep Poddar ◽  
Abhijit Ghosh ◽  
Amiya Bhaumik
Keyword(s):  
Research Method ◽  
Training Programs ◽  
Secondary Data ◽  
Employee Perceptions ◽  
Annual Reports ◽  
Primary Data ◽  
Roles And Responsibilities ◽  
Descriptive Research ◽  
Effectiveness Of Training ◽  
And Training

In banking industries, employees are entrusted with different roles and responsibilities, and training enables them to carry out these roles and responsibilities efficiently by let them to learn new things. Moreover, it will prepare them to take up higher responsibilities in the future. Therefore, this study focuses to analyze the employee perceptions on effectiveness of Training Programs in Myanmar Citizens Bank (MCB).  By using the descriptive research method, primary data are collected from the responsible persons and employees of MCB in head office, branches. Secondary data are gathered and scrutinized from relevant text books, records and annual reports from MCB. The research revealed that there are four kinds of training programs in MCB. Moreover, this paper revealed that MCB successfully delivered its training programs in year 2015 to 2018 and the trainees have positive perceptions on effectiveness of training programs in MCB. Based on these results, this paper pointed out the important facts that can give improvement actions for effective and efficient training programs in Myanmar Citizen Banks.

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