• Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.

4-Tier Model to Measure Value and ROI of Complex Training

Training Evaluation Measurement

I wrote two articles on measuring the effectiveness / impact / ROI of training years back while I was managing training from that angle. Since then I have received quite many requests to elaborate the approach a bit more. I think it makes sense. We are simple job-oriented training managers. We need a ‘common-sense’ measurement – a simple feasible way to measure the effectiveness of the training. Kirkpatrick’s Training evaluation model and Phillips’ ROI models are good but being operational managers we need information in more tactical fashion. I thought of putting my thoughts in this article. In complex training dynamics and factors impacting the outcome may be hard to isolate as the sole effect of training per se. In this post I will share 4-tier workable model of measuring training effectiveness of complex training operations with the focus on briefly how to implement or use it. Basic Philosophy The basic … Continue reading

New Measure of Training ROI: Time-to-Expertise and Time-to-Proficiency of Employees

accelerating TTP chart

  I wrote in previous post that most of the organizations are targeting proficiency as the minimum desired level of performance of their employees. In general the time taken by an individual to acquire the skills necessary to reach to a level where his performance can be deemed as “proficient” (or exhibiting ‘desired proficiency’) is called time-to-proficiency (Pinder and Schroeder, 1987). This is generally measured either from his day of hire or from the day he takes first training course. This time usually also involves time spent on OJT and other allied activities to gain proficiency. Carpenter, Monaco, O’Mara, & Teachout (1989) appears to be first one to develop first Time-To-Proficiency model in military context which established relationship between actual performance, aptitude, experience, costs and minimum acceptable level of job proficiency for recording airmen proficiency (as cited by Faneuff et.al, 1990). It took time for the same concept to make … Continue reading