>One of my strategic objectives for this year involves the
>implementation of measures to track progress towards becoming
>a learning organization. I would also like to show the linkage
>between learning and business results.
>
>As a beginning point I' m trying to capture all expenses
>associated with learning. Most commomly I read about companies
>comparing expenses as a percent of payroll. But what is included
>in "expenses"? Program cost plus travel? Time away from the job?
>Trainer salaries? Or What? And are the expenses tracked by
>training type?
>
I THINK a more interesting aspect of all this might be what the
BENEFITS of learning are, and these may be even tougher to track than
costs. Costs are dollars out for various direct expenses, time, etc.;
benefits can possibly include costs avoided, insights that lead to wholly
new approaches, problems solved when small instead of deferred to huge,
etc. Asking folks about their gains may be helpful, in part.
Happy hunting!
Sam
MXJELI@MAIL.WM.EDU
Mariann Jelinek
Richard C. Kraemer Professor of Business
Graduate School of Business,
College of William and Mary, Williamsburg, VA 23185
Tel. (804) 221-2882 FAX: (804) 229-6135