This book provides a guide to the process of accrediting training programs, sets out how to achieve consistent measurement of the results of training, and explains why accreditation is critical for capturing and developing today's workers' skills, aiding retention, and boosting strategic organizational credibility with millennials. Workplace and executive training is a multi-billion dollar industry and yet an enormous percentage of that budget is spent on programs that have never been rigorously examined to ensure that they are fit for purpose and deliver value for money.

If you're signing off on that budget, or asking your people to spend time on training programs, shouldn't that concern you?

Training accreditation offers vital quality assurance, ensures global consistency of results and delivers accountability for learning and performance outcomes.

Apart from delivering better results and greater ROI, organizations can differentiate themselves from their competitors in the employment marketplace by offering accredited proprietary training. After all, digital natives, and indeed all of today's most talented potential employees, expect (and increasingly demand) the high quality, engaging and transferable employee development that only accredited programs can deliver.

Aligning with the standards set by the International Association of Continuing Education and Training (IACET) - today's premier accreditation body for training programs - the authors offer principles for quality program structure, delivery, and improvement needed to achieve accreditation.

They share practices used by high quality training program managers today, covering business alignment and program administration along with the planning, design, delivery and evaluation of learning systems.

Autorentext

William J. Rothwell is President of Rothwell & Associates. He is also a Professor of the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus.  He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articlesincluding 111 books.

Sandra L. Williams is Associate Professor and Program Coordinator of the Human Resource Development Program, Department of Literacy, Leadership and Development, at Northeastern Illinois University, Chicago, where she also serves as the Graduate Student Advisor in Human Resource Development.  Her work is a unique blend of business consulting, training program development and current research in the human resource development field.

Aileen G. Zaballero is a senior partner of Rothwell & Associates and a dual-title Ph.D. in Workforce Education and Comparative International Education at The Pennsylvania State University. She is a Certified Professional in Learning and Performance (CPLP) with more than twenty years of experience in the learning and development field.

Inhalt

CHAPTER 1: INTRODUCTION............................................................................................... 1

1.1: Rationale for Accreditation......................................................................................... 2

1.2: Business Case............................................................................................................... 7

 1.2.1: Today's Risk Reduced........................................................................................ 7

 1.2.2: Tomorrow's Risk Avoided.................................................................................. 8

 1.2.3: Adapt to External Pressures to Change and Re-size............................................. 8

 1.2.4: Reduce Direct People Costs................................................................................. 9

 1.2.5: Always Innovate................................................................................................. 9

 1.2.6: Attract Workers You Want................................................................................ 10

Conclusion......................................................................................................................... 11

References......................................................................................................................... 12

CHAPTER 1: MANAGER TIPS...................................................................................... 14

CHAPTER 1: SUPPLEMENT.......................................................................................... 15

Supplement Tool 1A: The Advanced Organizer............................................................ 15

PART I: STRUCTURE, RESPONSIBILITY AND CONTROL......................................... 18

CHAPTER 2: ALIGN LEARNING WITH ORGANIZATION MISSION VALUES....... 20

2.1: Vision, Mission and Values as Strategy.................................................................... 20

2.2: Alignment Benefits Accreditation.............................................................................. 23

 2.2.1: Philosophy on Employee Education.................................................................. 24

 2.2.2: Provides Direction............................................................................................. 26

 2.2.3: Unifies the Team............................................................................................... 27

 2.2.4: Claims Authority............................................................................................... 27

2.3: Steps to writing a Mission and Values Statement..................................................... 28

Conclusion......................................................................................................................... 30

References......................................................................................................................... 30

CHAPTER 2: MANAGER TIPS...................................................................................... 32

CHAPTER 2 : SUPPLEMENT......................................................................................... 34

Supplement Tool 3A: Steps to Writing a Mission and Value Statement......................... 34

CHAPTER 3: STRUCTURING FOR ACCOUNTABILITY............................................... 42

3.1: Models for Structure................................................................................................. 42

 3.1.1: Centralized Training Organization..................................................................... 44

 3.1.2: Decentralized Training Organization................................................................. 44

 3.1.3: Business Embedded Model............................................................................... 45

 3.1.4: Corporate Universities and the Emerging Federated Model............................... 46

3.2: Responsibility and Accountability for Learning....................................................... 47

 3.2.1: The Senior Learning Executive.......................................................................... 48 &...