Enhancing training effectiveness for organizations through blockchain-enabled training effectiveness measurement (BETEM)

Abstract

PurposeDue to technology advancement or transparency in system, there is a constant inflow and outflow of technology in the business for transparency and efficiency. To seize a competitive advantage, companies have emerged new technological solutions to respond to the change in the organization environment. There is a surge in the requirement of learning opportunities and effective training programs in the organization. The current study has been an effort to understand the potential of blockchain technology that can create better training evaluation.Design/methodology/approachThe electronic-Delphi (e-Delphi) method has been conducted by recording the final consensus and to find a balance for implementation of blockchain technology and measuring training effectiveness. The current research is one of its new types where blockchain-enabled training effectiveness measurement (BETEM) model has been formulated using a qualitative approach.FindingsThe study has considered human resource (HR) professionals as the experts and based on their responses, the formulation of theoretical network model has been structured using e-Delphi–BETEM (e-DLH–BETEM) approach. By critically examining the experts’ responses and comments, the study formulated the four major themes and 11 subthemes for the smooth functioning of the BETEM for an organization.Research limitations/implicationsThe research aims to aid innovations in BETEMs model for training evaluation. The model will contribute incrementally toward the complete transformation of the training development programs of employees. The goal of BETEMs is to ensure that organizations, specifically HR personals can prepare themselves to have competitive advantage by using blockchain technology.Originality/valueThe application of blockchain technology in measuring the training effectiveness is an addition to existing literature as majority of existing studies have studied the use of technology for measuring training effectiveness.

Adaptation of Kirkpatrick’s Four-Level Model of Training Criteria to Evaluate Training Programmes for Head Teachers

“…Since training for employees places a financial and administrative burden on institutions, they need to know the results of the training to ensure that the financial outlay will be reflected in enhanced performance in the workplace. This helps institutions to prevent wastage and estimate the return on the monetary investment in training of their staff [37]. According to Kirkpatrick and Kirkpatrick [38], training programmes should be evaluated to determine whether or not they should be continued.…”

“…It is a recognised approach and does not require an inordinate amount of time to administer [47]. The Kirkpatrick model has made considerable contributions to the theory of evaluation and its practice [48], as well as being highly cited in academic research [37].…”

“…However, Kirkpatrick and Kirkpatrick [50] argue that levels can be measured in any order without assumption of causality. Despite the criticism of the Kirkpatrick model, it is still widely used and many researchers and practitioners have found it very useful [37,51]. However, several models to evaluate training were proposed, such as Warr et al [52], the systems approach by Bushnell [53], Kaufman and Keller [42], Holton [43] and Phillips [51].…”

“…Some models extended it with the addition of an evaluation of the return on investment, but this can be included within the Results level (Level 4). Therefore, most of the evaluation models found in the literature are based on the Kirkpatrick model [37,44,45]. However, most existing models of training evaluation are very complicated, costly to implement and time-consuming [37].…”

How Do Dieticians on Instagram Teach? The Potential of the Kirkpatrick Model in the Evaluation of the Effectiveness of Nutritional Education in Social Media

“…This model has been developed to evaluate training and shift the focus in evolution to the results achieved [20,21] and has inspired the development of several other evaluation models [20,22,23]. Hence, it is frequently used as a popular evaluation method [20,24,25], and it is often cited in research papers [26].…”