During the last week two members of my chair group have been working on a project pre-proposal on human capital development in organisations. While working with them on this proposal, I had to think back of my research on corporate training in the 1980s and 1990s. One of my studies was for the private training industry, who was interested in the results of tailor-made in-company training projects. We made a standardized questionnaire to enable large-scale surveys on this issue. We were able to analyze the results with a Lisrel-analysis, and could show relationships between the preparation of training projects, the implementation of them and the results at various levels. We distinguished training projects which were aimed at establishing 1. learning results; 2. job performance results; 3. organisational results. The Lisrel model we developed was adequate for training projects which were aimed at establishing learning results and job performance results. For training projects which were aimed at establishing organisational results the model was not appropriate. Thinking about further programming of our future research, I would be pleased if we can find an excellent quantitative researcher who is interested in doing a follow-up project in the field of the effectiveness of corporate training. Download the article here: 2001 Mulder – Customer Satisfaction with training programs – JEIT
