Well, a few of you may know that I am interested in the economics of training on human capital, especially as applied to the knowledge and services industry. My co-authors and I are working closely with top notch IT service providers, for whom their human capital is the most important asset. In particular, I am engaged in a series of ongoing research projects that deal with this issue and have some really cool data to work on.
We sent out the first paper in the series last week, and we have been presenting the research at various places, with a fair bit of Oooh response. The idea that we are selling is: “hire for character, train for skills.” That training improves performance is a known yet seldom proven fact, and we corroborate that in our paper. Yes, more seems to be better.
But beyond exploring the aggregate impact of training, we dig into even deeper and more important aspects of RoI of training. We analyze the impact of various kinds of training on different employee profiles, and come up with stellar results.
So imagine my consternation when I see this. As usual, Scott Adams is a bit ahead of us academics :)
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1 comment:
Dr Donald Kikpatrick suggested the ROI Model for Training Evaluation, however , companies have not invested to determine ROI for Human Capital Investments since it is a long and tedious process.
Hope research throws new insights into this area. Any new information in this field is more than welcome.
Regards,
Ruchi
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