Methodology for Measuring Impact on Training Actions in Organizations Performance

Abstract

Human capital management has become the main challenge of competitive organizations; hence, training begins to play a significant role. Some enterprises have not obtained the expected benefits from training investments. Many researchers have developed methods which relate expenses to outcomes once actions have concluded and show to what extent training influences performance, value generation and customer satisfaction level. Considering these premises, this article suggests a methodology which takes job competences, training design and a system of indicators and essential instruments as a starting point to find a solution to that challenge.