Simultaneous evaluation of efficiency, input effectiveness, and output effectiveness

Shabani, Amir; Faramarzi, Gholam Reza; Saen, Reza Farzipoor; Khodakarami, Mohsen

doi:10.1108/bij-10-2015-0096

Cited by 5 publications

(4 citation statements)

References 21 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Customers expect sales executives to offer an amplified service role and adopt buyer-centric approach (Lassk et al , 2012). Organizations are increasingly endeavoring to decipher these expectations and enhance their ability to provide quality services to their customers (Shabani et al , 2017). Katzell and Guzzo (1983) have cited training as the most often used intervention to improve sales productivity.…”

Section: Introductionmentioning

confidence: 99%

Assessing the influencers of sales training effectiveness before and after training

Kodwani

Prashar

2019

BIJ

View full text Add to dashboard Cite

Purpose The purpose of this paper is to decipher the possibility of ensuring the effectiveness of sales training by focusing on selected organization-related variables and thereafter aims at making recommendations for enhancing the overall sales training effectiveness. Variables that are under organizations’ control, like training transfer climate, training evaluation and degree of choice (mandatory or by choice) were selected for this study. The study also attempted to understand how these variables influence at pre-training stage and post-training stage. Design/methodology/approach This cross-sectional research involved both exploratory and conclusive phases. To test the postulated hypotheses, data were collected in two phases from sales executives of a large oil and gas petrochemical company having the presence across India. A total of 370 sales executives, who were the part of a sales training program, were approached twice, one before the training and once after the eight weeks of training. Data from the respondents who completed both pre- and post-training survey (255) were used for analyses. Findings The results indicate that all the three predictor variables – training awareness, perceived transfer climate and the presence of an appropriate training evaluation mechanism, influence trainees’ motivation to learn. The results depict that motivation to learn mediates the association between the predictor variables and the resultant variable. Also, degree of choice was found to moderate the association between motivation to learn and sales training effectiveness. The research reinforces the significance of pre-training factors in designing sales training programs to ensure its better effectiveness. Research limitations/implications The present study captures organizational-level variables as they are under the control of the organization and can be managed. The study included both motivation to learn and training effectiveness in the hypothesized model to understand the motivational issues in a holistic perspective. The outcomes of this research strengthen the role of trainees’ motivation to learn as a connecting variable between organizational-level variables and sales training effectiveness. Thus, the outcome of this study contributes to the literature on training motivation as well as training effectiveness. Practical implications The findings of this study are significant for sales organizations or the organizations offering sales training aiming to enhance overall training effectiveness. Training managers must focus on these factors and ensure that all the pre-training organizational-level variables are very well-taken care of. This implies that the trainees need to be well informed about the training calendar, training policies, training content, expectations from them and how the program will be evaluated after training, along with appropriate positive transfer climate. Organizations should also include proper training evaluation mechanism to measure training at different levels. Originality/value This study is an attempt to decipher the possibility of ensuring the effectiveness of sales training by focusing on select organization-related variables, and thereafter aims at making recommendations for enhancing the overall sales training effectiveness. The study’s uniqueness lies in simultaneous examination of influence of various variables, and that too at two different points of time (before and after the training). These two perspectives are apparently missing in the existing sales training literature.

show abstract

Section: Introductionmentioning

confidence: 99%

Assessing the influencers of sales training effectiveness before and after training

Kodwani

Prashar

2019

BIJ

View full text Add to dashboard Cite

show abstract

“…The three-stage DEA model was first introduced by Fried et al [31]. It is applicable to evaluating the relative effectiveness and returns to scale in the case of multiple inputs and outputs [45][46][47][48] and has been widely used to evaluate the effects of various policies [49]. Combined with the application of Stochastic Frontier Analysis (SFA), the three-stage DEA model can filter out the impact of environment and random factors on the evaluation object in the traditional DEA model [32], so as to make a more accurate evaluation.…”

Section: Methodsmentioning

confidence: 99%

Assessing the implementation effect of Shanghai’s compulsory municipal solid waste classification policy

Chu

Huang

et al. 2023

J Mater Cycles Waste Manag

View full text Add to dashboard Cite

Waste treatment is a problem faced by cities all over the world. In recent years, China, as a developing country, regards the municipal solid waste (MSW) classification as one of the important strategies to deal with the MSW problem. The previous MSW classification policies in China were all only advocacy in nature. It was not until January 2019 that the “Regulations on the Management of MSW in Shanghai” was officially promulgated as China’s first compulsory MSW classification policy, marking the beginning of an era of compulsory MSW classification in China. How effective is the implementation of Shanghai’s compulsory MSW classification policy 18 months after its implementation and can developing countries continuously and effectively implement compulsory MSW classification policies? These are important issues of concern to the government, academia, and the public. This paper establishes a three-stage DEA model to evaluate the implementation effect of the compulsory MSW classification policies in Shanghai during the period of February 2019 and July 2020. The study found that the average efficiency of the compulsory MSW classification policy in Shanghai reached 0.906 during the study period, indicating that the policy was executed reasonably well. However, there are only 5 months in 18 months that the policy was fully effective (reaching efficiency level 1), suggesting that there is still room for improvement. The main reason for not being able to achieve full effectiveness in some months is attributed to scale efficiency. At the same time, the general public budget revenue and expenditure of environmental variables have positive and negative impacts on the policy implementation effect in Shanghai. The research results can provide experience for China to comprehensively implement the compulsory MSW classification policy in the future and can also provide valuable case study information for cities in other developing countries to implement the compulsory MSW classification policy.

show abstract

“…Businesses focus on keeping the quality of the sales by investing in training ( Kodwani and Prashar, 2019 ). Firms strive to meet consumers’ escalating expectations and manage organizational resources to provide quality service ( Shabani et al, 2017 ). Managers expect the training to result in several returns, such as salesforce motivation and sales competence ( Kauffeld and Lehmann-Willenbrock, 2010 ; Panagopoulos et al, 2020 ), leading to overall performance enhancement and goal achievement ( Salas-Vallina et al, 2020 ).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Innovating workplace learning: Training methodology analysis based on content, instructional design, programmed learning, and recommendation framework

Kim

2022

Front. Psychol.

View full text Add to dashboard Cite

The quality of sales processes is crucial in automotive and directly related to the firm’s competitive advantage and financial success. Sales training is the most prevalent intervention to guarantee quality and productivity. Extant literature has attempted to measure training effectiveness adequately, and the Context, Input, Process, and Product evaluation (CIPP) model has been a popular approach. This study endeavored to advance current literature and suggest a novel effectiveness framework, Content, Instructional design, Programmed learning, and Recommendation (CIP-R). The framework was applied to examine three different methodologies—traditional, pure digital, and hybrid training—collecting 583 instances from the automotive sales training conducted from 2019 to 2020 in South Korea. The findings advocate the importance of human elements, the role of efficacy, and self-determination in generating learning transferability, leading to performance in the digital age.

show abstract

Simultaneous evaluation of efficiency, input effectiveness, and output effectiveness

Cited by 5 publications

References 21 publications

Assessing the influencers of sales training effectiveness before and after training

Assessing the influencers of sales training effectiveness before and after training

Assessing the implementation effect of Shanghai’s compulsory municipal solid waste classification policy

Innovating workplace learning: Training methodology analysis based on content, instructional design, programmed learning, and recommendation framework

Contact Info

Product

Resources

About