Training builds confidence and competence resulting in increased productivity and performance.

Training produces a return on investment by promoting confidence and job satisfaction and reducing liabilities by limiting negligence and employee turnover. Beyond traditional views of training itself, as in training to ensure that persons can perform a task or demonstrate knowledge to a customer there are other benefits. Organizations that train their people send a message that they are willing to invest in their members. The way that an employee believes the organization feels about its employees and the way it treats them, is the employee’s POS. No, that is not an abbreviation for point of sale but rather Perceived Organizational Support. Employees who receive regular and consistent training are more likely to exhibit confidence and trust in their organization. Meaning they will stay longer and show an emotional commitment (affective commitment). In addition, a biproduct of training is confidence (self-efficacy, one’s belief one is capable). A self-aware and confident employee is a valuable member.

In most any investment an organization needs to see an ROI (Return on Investment). Some measure this more precisely than others. An I/O Practitioner is accustomed to taking a concept or behavior and making them measurable. This is known in the research world as “operationalizing variables”. For instance, if a department wanted to increase voice behavior (the contribution team members make by voicing their ideas constructively) an I/O Practitioner can help by defining voice-behavior in ways that it can be quantified. It might look like training team members in voice behavior and then counting the number of exchanges during one month in which team members contribute their ideas.

What must be noted here is that many trainings take place in many organizations on any given day. The Science Practitioner, however, measures beforehand and after….AND measures the dependent variable (the desired result). A potent training will produce a desired result and that desired result should be measurable, demonstrating ROI. It is good science and accountability. Often however, trainings fail to measure what they are intending to produce, which is a transfer of learning…behavioral change long-term. When we measure, we are playing for real. This can look like standard/customized equations as well as various complexities of statistical analysis.

ioPSYte^® training has two core elements. The first is to produce change and the second is to build competency. Science Practitioners bring the science of work psychology (evidence-based application) to the organization, an evidence-based training will possess content that is rooted in scientific rigor (study) and is also applicable (generalizable) to trainees. Therefore, whatever the desired change, that change will be in the form of tested training methods and systematic content. Training worth investing in must be measurable and of intelligent design, it is more than the learning event itself. Training ought to transform in some way which makes it long lasting.