EFFECTIVENESS IN CORPORATE TRAINING: DETERMINING FACTORS FOR THE SUCCESS OF CORPORATE UNIVERSITIES AND MAINTENANCE OF INVESTMENTS IN TRAINING

Abstract

It is increasingly growing the creation of corporate universities within companies. Investments in education can bring financial results in the short, medium, and long term, or can also be seen as staff costs only, without necessarily adding value to processes or organizational strategies. Investment in training can strengthen the brand, disseminate organizational culture, engage people, and develop individuals. However, organizations seek for efficiency in their results and reduction on operating costs. The decision to cease investments in corporate education often comes from the lack of clarity, or a widespread and effective method of measuring effectiveness in training. The intention of this paper is to show first level managers and executives responsible for planning and approval of training, through a case study, which factors determine the success and effectiveness in training, factors that influence the investment decision or not on training, and what are the ways to measure the return on this investment. The objective is to describe the main tools used in the definition of training matrix and in the measurement of effectiveness in training used by organizations. In this regard, it will be used a methodology involving the detection of need for Training and Development (T&D), its concepts, definitions and best practices used by corporations of relevance in the business world.