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  • Research Approach: <br /> Qualitative Exploratory approach: “Discuss new idea” (Zikmund, 2000). Provides avenues to understand real-world “realities” at deeper level to make meaningful conclusions. <br /> Describes complex phenomenon of learning in complex organizations (Johnson & Onwuegbuzie , 2004; Marshal and Rossman, 1989). <br /> Methodology: <br /> Case Study Methodology: because it allows subjects to share their own experiences of real world. Provides interpretation of reality in context of the problem (Yin, 1989). <br /> Allows dealing each participant as a case study and handful of case studies can generate meaningful qualitative data to draw inferences across the cases. <br /> Multiple-case studies methodologies will be used <br /> Unit of analysis: Cases where strategies were successful. One participant may give me more than one case <br /> Sampling / Target Participants: <br /> Purposeful sampling: Selecting research participants who give a richness of information that is suitable for detailed research (Morse, 1991; Glaser & Strauss, 1967). May add “referral” part of snow ball sampling. <br /> Targeted training industry thought leaders: with specific experience in executing TTP and OJT reduction projects. Expected to be handful of training professionals, business leaders, managers, learning designers, strategists, consultants and academicians <br /> Sampling unit is “training leaders”. Secondary sampling unit is industry and tertiary unit is organization size. <br /> Participant selection: <br /> Phase-I: Online expression of interest from prospective participants. <br /> From mailing list from LinkedIn, journals, industrial magazines, corporate referrals. <br /> LinkedIn and Research gate research groups <br /> Survey sampling intl and Harris Interactive database <br /> Referral and recommendations from university/organizations <br /> Phase-II: Online survey to capture demographic details <br /> Phase-III: Select potential participants based on years of experience, competencies, industry, position, organization type and experience in training. <br /> Data collection method: <br /> Interviews: will be used to allow deeper level of human interactions. Using online digital consent form. Webex based semi-directive/semi-structured interviews Recorded verbatim using technology. <br /> Delphi: Considering as alternative. Inferences will be drawn through several rounds of survey with experts and thought leaders until consensus is achieved. Participants stay anonymous to each other. Progressive data collection & analysis will be done. Applicable in the cases where incomplete definition of problem or need to find solutions and need expert inputs. <br /> Semi-structured (written) Interview + Delphi: present results of semi-structured interview during first round of delphi and start debate <br /> Data Analysis method <br /> Unit of analysis: Cases where strategies were successful. One participant may give me more than one case <br /> Process to be used: <br /> Continuous data analysis in parallel to data collection will be used (Merriam , 1998; Marshall & Rossman;1989). <br /> Theory development is based on emergent data. <br /> Analysis of similarities or patterns through interrelationship among different variables within a case and across the cases (Kohn, 1997). <br /> Open, axial and selective coding: <br /> Open coding: Open categories will be developed based on perspectives connected to context, situation, ways of thinking, processes, events, activities, strategies and relationships (Bogdan & Biklen, 2003). Priori coding may be used based on existing taxonomy <br /> Axial coding: Relationship among different categories will be analyzed. Creating hierarchical relationship of sub-categories and categories. <br /> Selective coding: Core or central category will be identified to develop the theoretical model to explain patterns. <br /> Research Validation <br /> Checking for validity <br /> Interpretive validity (includes member checking) <br /> Theory validity (theory triangulation) <br /> Internal validity (method triangulation and data triangulation), <br /> General techniques to be used: <br /> Checking for representativeness, <br /> researcher effects, <br /> triangulation, <br /> weighting the evidence, <br /> meaning of outlier, <br /> using extreme cases, <br /> following up surprises, <br /> looking for negative evidence, <br /> making if-then tests, <br /> replicate finding and c <br /> hecking for rival explanation (Miles & Huberman, 1994). <br /> Triangulation method used: <br /> Theory triangulation <br /> methodological triangulation (interview + delphi) <br /> Trustworthiness: Maintaining logs, records, inference from real data, checking inferences back with participants <br /> Credibility- member checking (Delphi may help with this too) <br /> Dependability: audit trail which involves maintaining and preserving all transcripts, notes, audio / video recordings and other dataset etc <br /> Confirmability: audit trail to show intepretations are grounded in raw data <br /> Transferability: What strategies you have used in some other context, settings or job? <br />
  • Research Approach: <br /> Qualitative Exploratory approach: “Discuss new idea” (Zikmund, 2000). Provides avenues to understand real-world “realities” at deeper level to make meaningful conclusions. <br /> Describes complex phenomenon of learning in complex organizations (Johnson & Onwuegbuzie , 2004; Marshal and Rossman, 1989). <br /> Methodology: <br /> Case Study Methodology: because it allows subjects to share their own experiences of real world. Provides interpretation of reality in context of the problem (Yin, 1989). <br /> Allows dealing each participant as a case study and handful of case studies can generate meaningful qualitative data to draw inferences across the cases. <br /> Multiple-case studies methodologies will be used <br /> Unit of analysis: Cases where strategies were successful. One participant may give me more than one case <br /> Sampling / Target Participants: <br /> Purposeful sampling: Selecting research participants who give a richness of information that is suitable for detailed research (Morse, 1991; Glaser & Strauss, 1967). May add “referral” part of snow ball sampling. <br /> Targeted training industry thought leaders: with specific experience in executing TTP and OJT reduction projects. Expected to be handful of training professionals, business leaders, managers, learning designers, strategists, consultants and academicians <br /> Sampling unit is “training leaders”. Secondary sampling unit is industry and tertiary unit is organization size. <br /> Participant selection: <br /> Phase-I: Online expression of interest from prospective participants. <br /> From mailing list from LinkedIn, journals, industrial magazines, corporate referrals. <br /> LinkedIn and Research gate research groups <br /> Survey sampling intl and Harris Interactive database <br /> Referral and recommendations from university/organizations <br /> Phase-II: Online survey to capture demographic details <br /> Phase-III: Select potential participants based on years of experience, competencies, industry, position, organization type and experience in training. <br /> Data collection method: <br /> Interviews: will be used to allow deeper level of human interactions. Using online digital consent form. Webex based semi-directive/semi-structured interviews Recorded verbatim using technology. <br /> Delphi: Considering as alternative. Inferences will be drawn through several rounds of survey with experts and thought leaders until consensus is achieved. Participants stay anonymous to each other. Progressive data collection & analysis will be done. Applicable in the cases where incomplete definition of problem or need to find solutions and need expert inputs. <br /> Semi-structured (written) Interview + Delphi: present results of semi-structured interview during first round of delphi and start debate <br /> Data Analysis method <br /> Unit of analysis: Cases where strategies were successful. One participant may give me more than one case <br /> Process to be used: <br /> Continuous data analysis in parallel to data collection will be used (Merriam , 1998; Marshall & Rossman;1989). <br /> Theory development is based on emergent data. <br /> Analysis of similarities or patterns through interrelationship among different variables within a case and across the cases (Kohn, 1997). <br /> Open, axial and selective coding: <br /> Open coding: Open categories will be developed based on perspectives connected to context, situation, ways of thinking, processes, events, activities, strategies and relationships (Bogdan & Biklen, 2003). Priori coding may be used based on existing taxonomy <br /> Axial coding: Relationship among different categories will be analyzed. Creating hierarchical relationship of sub-categories and categories. <br /> Selective coding: Core or central category will be identified to develop the theoretical model to explain patterns. <br /> Research Validation <br /> Checking for validity <br /> Interpretive validity (includes member checking) <br /> Theory validity (theory triangulation) <br /> Internal validity (method triangulation and data triangulation), <br /> General techniques to be used: <br /> Checking for representativeness, <br /> researcher effects, <br /> triangulation, <br /> weighting the evidence, <br /> meaning of outlier, <br /> using extreme cases, <br /> following up surprises, <br /> looking for negative evidence, <br /> making if-then tests, <br /> replicate finding and c <br /> hecking for rival explanation (Miles & Huberman, 1994). <br /> Triangulation method used: <br /> Theory triangulation <br /> methodological triangulation (interview + delphi) <br /> Trustworthiness: Maintaining logs, records, inference from real data, checking inferences back with participants <br /> Credibility- member checking (Delphi may help with this too) <br /> Dependability: audit trail which involves maintaining and preserving all transcripts, notes, audio / video recordings and other dataset etc <br /> Confirmability: audit trail to show intepretations are grounded in raw data <br /> Transferability: What strategies you have used in some other context, settings or job? <br />

Invitation to Participate in Doctorate Research in Time-to-Proficiency of Employees Invitation to Participate in Doctorate Research in Time-to-Proficiency of Employees Presentation Transcript

  • Australia Raman K. Attri rkattri@hotmail.com
  • 2/21/2014Copyrights © Raman K. Attri A Technical training expert and a training thought leader Semiconductor equipment service industry professional Experienced in using training strategies to accelerate time-to- expertise of employees Hold strong opinions on best practices to orchestrate complex training in complex organizations Interested in participating in a forum of experts to shape knowledge base
  • 2/21/2014Copyrights © Raman K. Attri Here is how you can express your experience and opinions to develop a new knowledge base. Invitation for Participation in Unique and Innovative Research Study
  • Raman K. Attri Doctoral Research Student Doctor of Business Administration (DBA) Degree
  • 2/21/2014Copyrights © Raman K. Attri •Time-to-market of new technologies is being accelerated by organizations to gain competitive edge •New technologies are shrinking the design rules. •Requires highly complex semiconductor equipments •Semiconductor industry needs to build capabilities in service engineers at speed of time-to-market •Lag in speed of building capability in service engineers vs. speed of time-to-market •No proven BKMs available in literature. Requires new training approaches to shorten time-to-proficiency of employees. •Crucial to find training strategies proven successful in semiconductor equipment service industry
  • Research Question: What specific training strategies have helped leading organizations to successfully “accelerate” time to proficiency of its employees performing complex semiconductor equipment service? 2/21/2014Copyrights © Raman K. Attri
  • “Our vision is that methods for accelerating the achievement of proficiency, and even extraordinary expertise, might be taken to new levels such that one can accelerate the achievement of proficiency across the journeyman-to-expert span post-hiring.” (Hoffman et al.,2012, p. 9) 2/21/2014Copyrights © Raman K. Attri
  • Receive copy of final research report on the rare research findings Insight into proven training strategies that worked across the semiconductor equipment service industry Creating of forum of like-minded specialists to generate industry-wide BKMs Potential future research & consulting collaborations, joint-authoring or other similar opportunities 2/21/2014Copyrights © Raman K. Attri
  • Target participants for interviews are the one who possess directly or closely relevant expertise and experience which can benefit or impact the research findings. 2/21/2014Copyrights © Raman K. Attri Step-1: Online expression of interest Step-II: Online questionnaire to gather demographic details of participants Step-III: Select participants for interview by applying a well-defined criterion
  • Expected time commitment maximum of 3 hours of time over the 1-2 years’ time frame - Up to 15 minutes for responding to data gathering questionnaire -Up to 90 minutes to attend in-depth interview - Up to 30 minutes of follow-on interview (if needed) - Up to 60 minutes of focus group participation (optional) only for select participants 2/21/2014Copyrights © Raman K. Attri
  • Time Frame step Interaction Expected length of engagement Jan’14 – Mar’14 1 Participant fill expression of interest of participation in the research and consent form online 5 minutes Apr’14 – Jun’14 2 All the interested participants will receive a link in e-mail to fill an online questionnaire and will be asked to provide specific details on demographic, experience, expertise, projects, cases and exposure in the subject-matter 15 minutes Jul’14-Sep’14 3 Qualified participants, after applying the defined criteria, will receive an e-mail confirmation regarding proposed time / method of interview. Sample interview questions will also be sent to the participants 5 minutes Oct’14 – Mar’15 4 Upon confirmation from participants to attend the interview, an in-depth interview will be conducted as per confirmed time and as per preferred method. Up to 90 minutes Oct’14 – Mar15 5 Some participants may be requested for a follow-on interview if any clarification is needed Up to 30 minutes Jan’15 – Mar15 6 All interviewed participants will receive a link in their e-mail for transcripts of their interview which they can review at their free will. 10 minutes (optional) July’15 – Sep’15 7 Some key participants with demonstrated industry leadership will be invited for participation in a focus group (using Delphi method) to validate the research outcome. 60 minutes (optional) Jan’16- Mar’16 8 Participants will receive a thanks e-mail at the end of the research along with the link to download the copy of the final research report. 5 minutes 2/21/2014Copyrights © Raman K. Attri
  •  Semi-structured interviews  Intended questions will be sent beforehand  Interview centralized on at least one success story  Questions aim to explore participants’ thoughts in-depth on deployment of training strategies in their context  No mention of any proprietary information (like equipment, organization, technology or customer name) during interview  Convenient time zone, mode and technology  Multiple ways for inteviews (like WebEx, GoToMeeting online portal, Audio-video conference, Skype, Google HangOut etc.)  Face-to-face interviews where possible  Link to interview transcripts will be sent for review at your leisure post-training 2/21/2014Copyrights © Raman K. Attri
  •  Ethical measures as per university guidelines  Participant information fully protected, private and confidential.  All identifiable information about participant or his organization will be made non-identifiable  Pseudo-names used for participants for interview transcripts storage and data reporting  Participant information will never be shared with any party  Data correlation to be done in aggregate and reported on group level or category level  Collected data encrypted in a separate password protected hard disk accessible to the researcher only  Collected data solely for aforementioned research only  Collected data will not be used for any commercial or business purposes  Collected data to be kept confidential and retained by university for 7 years. 2/21/2014Copyrights © Raman K. Attri
  • •In-depth Interviews (Webex, Video Conference, Skype, Google Hangouts, Audio conference, Face to Face etc.) •or •Delphi (multiple round survey) / “feed forward” (Gordon, 1994) Data Collection •Continuous data collection and analysis • Theory development based on emergent data • Open, axial & selective coding for theory development • Data Reduction Techniques (Miles and Huberman, 1994) • Case oriented data analysis: Analysis of similarities or within a case and across the cases Data Analysis •Trustworthiness •Credibility: Member checking, using Delphi in focus groups •Dependability: Audit trail •Confirmability: Evidences linked with theory development •Transferability: Interview questions on applicability to other settings or scenarios •Credibility and Quality •Theoretical triangulation: interpreting the strategies from several different theories like cognitive, behavioral, instructional and performance theories •Data triangulation: By reviewing ideas, opinions, inferences and statements of experts in their blogs, shared papers, publications and public appearances. (Suter, 2011) •Methodological triangulation: One round of “feed forward” Delphi method or focus group method to validate research outcomes (Hartman & Baldwin, 1995). Research finding Validation 2/21/2014Copyrights © Raman K. Attri
  • Raman K. Attri is an organizational learning specialist and training management professional with specialization on competitive training strategies, human performance improvement and expertise development in the complex corporate world. Raman is equipped with over 20 years of technical and training experience. Keenly interested in advanced research, he is currently pursuing is Doctorate in Business Administration (DBA) at Southern Cross University, Australia. He is conducting a ground- breaking research in training strategies to accelerate time-to-proficiency of employees performing complex jobs. As Senior Global Technical Training manager for KLA-Tencor Corporation, a $10bn semiconductor equipment manufacturer and Training Magazine’s one among Top 10 Hall of Fame companies for training excellence, he manages global field service training operations for semiconductor equipment service, maintenance and repair training. He has led several initiatives to restructure training programs to meet changing business needs with complexity of equipments. He serves as training and learning management consultant to leading professional bodies in several countries and participates in building the knowledge base of industry-wide best practices and transforming research into practical training strategies. Previously he has served as Sr. Scientist for 10 years in the area of research and development of sophisticated instrumentation and measurement technologies. Previously he earned a Professional Doctorate in Management, MBA in Operations Management, EMBA in Customer Relationships and a Master’s Degree in Applied Electronics among several other international credentials and certifications. 2/21/2014Copyrights © Raman K. Attri E-mail: rkattri@hotmail.com | Linkedin: www.linkedin.com/in/rkattri | LinkedIn Group: https://www.linkedin.com/groups?gid=3091002 | Twitter: www.twitter.com/rkattri | SlideShare: www.slideshare.net/rkattri | Publications: http://works.bepress.com/rkattri/ | Website: https://sites.google.com/site/ramankumarattri/ | Blogs: http://managingtraining.wordpress.com | Blogs: http://rkattri.wordpress.com
  • Interested? Click here to express your interest and consent https://www.surveymonkey.com/s/PTHWWFG 2/21/2014 Thanks for your interest and participation. Researcher will get back to you to take it forward Questions? Contact researcher at rkattri@hotmail.com or research supervisor at winswu@yahoo.com Copyrights © Raman K. Attri
  • Researcher: Raman K. Attri Affiliation: KLA-Tencor Corp USA Title: Senior Global Technical Training Manager Affiliation: Doctoral Research Student University: Southern Cross University, Australia Degree: Doctorate of Business Administration Approval Number: ECN-13-261 dated: 16-Oct-2013 E-mail: rkattri@hotmail.com Time frame for research: 2014-2015 Research Supervisor: Dr. Wing S. Wu (winswu@yahoo.com) Research finding publication: In a thesis as per university guideline and interim results in conferences or research journals 2/21/2014Copyrights © Raman K. Attri
  • During the research if you have concerns about the ethical conduct of this research or the researchers, write to the following. University assures keeping all information confidential and handled as soon as possible. The Ethics Complaints Officer, Southern Cross University, PO Box 157, Lismore NSW 2480 Australia Email: ethics.lismore@scu.edu.au 2/21/2014Copyrights © Raman K. Attri