A systems approach to measuring return on investment for HRD interventions

A systems approach to measuring return on investment for HRD interventions This study contributes to the limited methodological literature on HRD program evaluation and measurement. The study explores an interdisciplinary approach for return on investment (ROI) measurement in human resource development (HRD) research and practices. On the basis of a comprehensive review and analysis of relevant studies in economics, industrial‐organizational psychology, financial control, and HRD fields, we developed a systems approach to quantitatively measure ROI for HRD programs. The ROI concept for HRD field was defined, and a theoretical systems framework was developed. The applicability of using statistical and mathematical operations to determine ROI and isolate non‐HRD program impacts is discussed. Application scenarios are presented to demonstrate the utility of the systems approach in real‐world ROI measurement for HRD interventions. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Development Quarterly Wiley

A systems approach to measuring return on investment for HRD interventions

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Publisher
Wiley
Copyright
Copyright © 2002 Wiley Periodicals, Inc.
ISSN
1044-8004
eISSN
1532-1096
D.O.I.
10.1002/hrdq.1024
Publisher site
See Article on Publisher Site

Abstract

This study contributes to the limited methodological literature on HRD program evaluation and measurement. The study explores an interdisciplinary approach for return on investment (ROI) measurement in human resource development (HRD) research and practices. On the basis of a comprehensive review and analysis of relevant studies in economics, industrial‐organizational psychology, financial control, and HRD fields, we developed a systems approach to quantitatively measure ROI for HRD programs. The ROI concept for HRD field was defined, and a theoretical systems framework was developed. The applicability of using statistical and mathematical operations to determine ROI and isolate non‐HRD program impacts is discussed. Application scenarios are presented to demonstrate the utility of the systems approach in real‐world ROI measurement for HRD interventions.

Journal

Human Resource Development QuarterlyWiley

Published: Jun 1, 2002

References

  • Kirkpatrick's levels of training criteria: Thirty years later
    Alliger, Alliger
  • The dollar criterion: Applying the cost accounting concept to criterion construction
    Brogden, Brogden
  • Reducing the cost of training satisfactory workers by using tests
    Doppelt, Doppelt
  • What happens when the ROI model does not fit?
    Fusch, Fusch
  • A modification of Raju, Burke, and Normand's (1990) new model for utility analysis
    Law, Law
  • Getting to parallel: Assessing the return on expectations of training
    McLinden, McLinden
  • Control group methods for HPT program evaluation and measurement
    Wang, Wang

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