The title tells you the journey that I embarked on this year. what do I mean. Well the answer to that question is pretty long drawn, or a bunch of questions that I asked myself about my work and some that were asked by others( a lot by my husband).
What is real value for the job I do?
Would the CEO of my company want to listen to my work and would he/she see me as a valuable asset to the company?
Could I represent my work as contribution towards increasing profits or solving problems?
Do training managers ever get to be on the table?
My quest to answer these and a lot of other such questions led me to Six Sigma.
Till now six sigma for me was just a number and Greek Letter(I am not much of Math fan).I started my research with the book"Developing and Measuring Training the Six Sigma Way: A Business Approach to Training and Development" by Kaliym A. Islam.
What the book talked about was how the ISD approach to creating training is not really a wholesome look .ISD has a history that dates back to Aristotle, though the father of ISD who formally introduced the concept is B.F. Skinner. This was further enhanced by Benjamin Bloom , Robert Gagne and Donald Kirkpatrick
There are quite a few models used in ISD but the most used and effective ones are ADDIE,ROPES and Dick and Cary Model. While all these models are unrivaled in building engaging instruction the major flaw lies in the fact that they don't work with the intent of solving business problems
Six Sigma on the other hand is a proven methodology to solve and improve business problems .
If the goodness of both these worlds could be bought together then training divisions could easily tell the dollar savings or growth that it has helped in building for the organization.Well a lot of training professional would disagree with me and say that they can already identify a ROI for training but is that the True Return on Investment or TROI.
In a traditional ISD model the evaluation model used is 4 levels designed by Kirkpatrick. However we measure learner understanding and effectiveness of training but fail to calculate business impact.
None of the CEO's want to know how many trainings are conducted . What they really want to know is how much business did that add or how much cost did it save?
Would you as a training professional be able to answer that question effectively?
I wouldn't be able to , would you?
My quest however did'nt end here of course because by reading this book a lot of other questions propped up. I wanted a way that I could help show how we really helped in bringing and maintaining business.
I am still identifying ways to answer all the questions and as usual I am going to pen down all my thoughts and learning. This the first part of that effort.
What the book talked about was how the ISD approach to creating training is not really a wholesome look .ISD has a history that dates back to Aristotle, though the father of ISD who formally introduced the concept is B.F. Skinner. This was further enhanced by Benjamin Bloom , Robert Gagne and Donald Kirkpatrick
There are quite a few models used in ISD but the most used and effective ones are ADDIE,ROPES and Dick and Cary Model. While all these models are unrivaled in building engaging instruction the major flaw lies in the fact that they don't work with the intent of solving business problems
Six Sigma on the other hand is a proven methodology to solve and improve business problems .
If the goodness of both these worlds could be bought together then training divisions could easily tell the dollar savings or growth that it has helped in building for the organization.Well a lot of training professional would disagree with me and say that they can already identify a ROI for training but is that the True Return on Investment or TROI.
In a traditional ISD model the evaluation model used is 4 levels designed by Kirkpatrick. However we measure learner understanding and effectiveness of training but fail to calculate business impact.
None of the CEO's want to know how many trainings are conducted . What they really want to know is how much business did that add or how much cost did it save?
Would you as a training professional be able to answer that question effectively?
I wouldn't be able to , would you?
My quest however did'nt end here of course because by reading this book a lot of other questions propped up. I wanted a way that I could help show how we really helped in bringing and maintaining business.
I am still identifying ways to answer all the questions and as usual I am going to pen down all my thoughts and learning. This the first part of that effort.
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