Hi, this is my very first post to the ASTD forums, and I have a very basic question:

What resources can I research / review / cite that can prove to my management that the long-term value of training outweighs the initial burden cost?

The management has already begun to push-back on my initiative, using terms like "intangibles" and "blue sky" - So I can see this being an uphill battle.

However, my company currently has no training program in place, and the mandatory OSHA, harassment, and ISO training we are required to do is in a self-proclaimed mess, according to the HR manager.

If you can advise, I'd sure appreciate it.

- Rick

Talk in the terms that executives understand: financials.

What would one OSHA fine cost the company?
What would a sexual harrassment lawsuit cost in dollars and reputation?
What business ($) would the company lose if they failed to meet ISO certification requirements?

IOW, what is the cost of NOT doing training compared to the costs of salary, benefits, and software tools, vendors, etc?

Some books that may help you include:

Quick! Show Me Your Value: A Trainer's Guide to Communicating Value by Theresa Seagraves

Return on Investment Basics by Patricia Phillips and Jack Phillips (there are several books by Jack Phillips available on this subject)

Amy_L wrote:

quote:

What would one OSHA fine cost the company?
What would a sexual harrassment lawsuit cost in dollars and reputation?
What business ($) would the company lose if they failed to meet ISO certification requirements?

Thanks for your input Amy. I will check out the books you mentioned.

As with most T&D people, I completely understand the implications that a lack of training can foster. However, at the same time, I can't walk into the President's office with doom-and-gloom prophecies about what will happen if you don't heed my advice. It just doesn't work like that here.
I'm looking for positive, strength-based examples to actively motivate, rather than passively scaring. (Our HR department has already mastered workplace paranoia!)

Maybe this is an over-simplification, but if I had some well-respected facts and figures about the benefits of training from actual companies similar to mine (high-tech manufacturing, blue-collar employees) I could use them as an example. Turnover improvement, employee morale, job satisfaction, output improvement, etc. They don't need to be spectacular numbers - just breaking-even would be a start.

I'm guessing y'all are seeing that I'm new to the "development" side of T&D... Thank you very much for your input.

- Rick

This message has been edited. Last edited by: NorCalRickW,

What, specifically, do the execs give as the reason they do not believe training is necessary?

Are managers asking for training? Do the front line managers support your initiative? Can they give you data?

What are you proposing that they consider "blue sky"?

Amy, Thanks for your input. You'll see some of my frustration with my management in my responses to your questions:

What, specifically, do the execs give as the reason they do not believe training is necessary?
Sorry, I meant to imply that they understand training is a good thing, but only if it costs less than the benefits - which are "intangible."

Are managers asking for training? Do the front line managers support your initiative? Can they give you data?
No, and no. However it's is obvious to me that we need to implement a training program. We are bleeding employes with a 38% annual turnover rate for 2007 (down from ~70% in 2006!)

What are you proposing that they consider "blue sky"?
They are telling me that quoting ASTD's 500% ROI over 5-years is "blue-sky." I had one manager tell me he can't pay people by taking them off the production line for training and using the 500% "blue-sky" number as a paycheck, but he can continue to make payroll without changing anything. Their argument is: There is no way I can promise any ROI until it happens, and they are (rightfully?) afraid of risking employee hours spent in training against loss of productivity during those hours.

So, back to my original question: Are there any credible and respectable examples or studies of long-term ROI for training that I might use to bolster my position?

Thanks in advance for your insight,

- Rick