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Authors of a new book discuss why colleges should gauge the return on investment for online learning and the cultural impediments to doing so. Via LGA 
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Scoop.it!
n this ebook, you'll learn why investing in employee training is a smart move, and you'll get all the facts, figures, and stats you need to convince leadership to invest in employee training.
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Learning and development is vital for engaged staff and tackling the skills shortage - but is there a way to measure its real ROI?
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From
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Firms may be reluctant to provide general training if workers can quit and use their gained skills elsewhere. “Training contracts” that impose a penalty for premature quitting can help alleviate this inefficiency. Using plausibly exogenous contractual variation from a leading trucking firm, we show that two training contracts significantly reduced post-training quitting, particularly when workers are approaching the end of their contracts. Simulating a structural model, we show that observed worker quit behavior exhibits aspects of optimization (for one of the two contracts), and that the contracts increased firm profits from training and reduced worker welfare relative to no contract.
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This e-book will help you answer these questions:
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During this webinar you will learn how to:
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Objective: To explore the vocational education and training systems in four countries – the UK, US, India and South Africa – and to understand the economic benefits of investing in skills.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The aim of this study was to summarise the evidence available on the economic benefits of vocational education and training (VET) at company level, by means of a literature review and meta-analysis. Throughout the study the term VET is used to denote employer/enterprise provided training.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
Vocational qualifications and apprenticeships increase earnings by 10-20% and these benefits last.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
Technical and Vocational Education and Training (TVET) is under heightened pressure to demonstrate Value for Money (VfM). But whose VfM? In what context? How can results be measured effectively when current TVET data is so input-focused? This short piece explores these questions, and others, using Ghana as an example.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The report investigates why some companies invest significantly in workforce readiness for their lower-skilled and entry-level workers. Extensive research in the field demonstrates that when companies support education and training, they generally invest more heavily in management programs and industry-specific training than in shoring up the basic skills of their newest employees.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
This tool was designed to provide a means to identify the value of dollars invested in training related to the costs of training and the benefits achieved in increased sales, guest satisfaction, and productivity. The tool looks at six performance measures: sales, upselling, staff turnover, customer satisfaction, employee competence, and cost savings.
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Companies are spending millions to deploy training solutions. Once that is done, all trainings are migrated to it and new trainings added. One would imagine that having this huge library of trainings is enough to take care of any employee’s training needs in order to improve their performance on the job. But wait. Despite the best of intentions, the results are almost invariably a bit disappointing.
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This report is the second part of a project investigating the quality of delivery in VET and how it might be better defined and measured. Based on consultation with high performing RTOs, the research finds that definitions of quality depend on an RTO’s purpose, mission, student characteristics and operating context. RTOs use a wide range of information and data to build a comprehensive a picture of delivery quality throughout the student life-cycle or learning journey, although the measures used varies by RTO type and size.
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The Return on investment of work-based learning (WBL) and apprenticeships project promotes WBL and apprenticeships by making their benefits evident to SMEs. The project developed a digital online tool that enables entrepreneurs and SME decision-makers to calculate the return on their investment after answering several questions. At the end of this procedure companies receive results supporting their future decisions. Another objective of the project was to disseminate good practices in an online and innovative environment.
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The purpose of this paper is to compare a firm’s net cost and post-apprenticeship benefits of providing apprenticeship training in Austria and Switzerland: two countries with many similarities but some critical institutional differences.
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From
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What company would spend thousands — or even millions — of dollars, year in and year out, without knowing the return? When it comes to training and workforce development, lots of them.
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This Tax Policy Study on Taxation and Skills examines how tax policy can encourage skills development in OECD countries. This study also assesses the returns to tertiary and adult education and examines how these returns are shared between governments and students. The study builds indicators that examine incentives for individuals and governments to invest in education
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During this webinar you will learn how to:
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The state government has spent more than $100 million training thousands of people in professions with little prospect of a job after graduating. Via CBERZHSA
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The impact of vocational education and training on company performance
Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The aim of this study was to summarise the evidence available on the economic benefits of vocational education and training (VET) at company level, by means of a literature review and meta-analysis. Throughout the study the term VET is used to denote employer/enterprise provided training.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The paper suggests that although the earnings gap between tradespeople and college graduates remains large, it would not be surprising to see the gap in rates of return close or even reverse once the earnings made by apprenticeships during their training is taken to account compared to the debt taken on by those who choose to pursue a college degree.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
This thesis focuses on three main concerns of the economic literature on training: returns to employee training, firms’ training incentives and investments efficiency.This requires to understand why and how policies to regulate the training market should be implemented.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The rapid development of technology means employee training is more critical than ever to ensure that employees have the right technology skills to keep businesses operating at peak performance. If employees are behind the times when it comes to technology, a business risks losing its competitive edge. And while technology is developing more rapidly, it also is becoming more complex. Organizations are investing in complex, enterprise-wide software platforms, such as SharePoint, but often do not receive the expected return on investment (ROI) due, in part, to a lack of employee training.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The research shows that whilst employers do not use the descriptors of ‘on-the job’ and ‘off-the-job’ training themselves, they understand and were able consistently to apply these definitions to their own workplaces. The research tested a number of alternative formulations of the training questions but there was not one which generally thought to be more useful and easier to apply to their workplace. Because of this we are reassured; the data we produce on training accurately reflect the training position amongst UK employers.
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