The purpose of this study is to present a series of systemic methodologies that can be used to design effective training programs in medium to large scale organizations. The study had been initiated as an intervention in the Education Department of a medium-sized company but afterwards, it was generalized as a general case covering the education and training issue in any organization.

1. A systemic approach to the operations of the Education
Department of large organizations
Panagiotis Papaioannou
University of Piraeus
p.papaioannou@gmail.com
HSSS 8th
National & International Conference, 5-7 July 2012, Thessaloniki, Greece
Introduction
The purpose of this study is to present a series of systemic methodologies that can be used to
design effective training programs in medium to large scale organizations. The study had been
initiated as an intervention in the Education Department of a medium sized company but
afterwards it was generalized as a general case covering the education and training issue in
any organization.
Methods and tools used
A “causal loop diagram” is used to show the way in which personnel transfer and leave as
well as the business growth lead to training needs. It is implemented using the Vensim
software and depicts the role and the necessity of the education in an organization.
A “stock and flow diagram” implemented using the Vensim software as well is used to
formulate a dynamic model aimed to predict the personnel training needs. Personnel are
categorized to four levels from simple employees to executives. The model incorporates
variables for business growth, personnel transfers, resignations and retirements for the
purpose of calculating training days for each personnel category. Quantitative training
requirements are also included as variables. Training needs are defined as two types: for
employees in a new position and for employees in the same position for the purpose of
maintaining and developing existing knowledge.
The DCSYM systemic methodology is used to depict the corporate education as a system
showing its subsystems, the individual roles and the communications between them all.
Practices derived from Soft Systems Methodology, Total Systems Intervention and Structured
Dialogic Design are used to resolve specific issues related to training programs selection and
evaluation and stakeholders management.
Results
The conclusions derived from the above methodologies are used to design an intervention in
the operations of the Education Department of the target organization. This intervention
consists of a series of tools and techniques aimed to improve the overall education and
training activity of the organization.
First deliverable is the dynamic model implemented with Vensim software enhanced with a
friendly user interface in order to be a tool to forecast future training needs.
The second deliverable is a set of well defined processes that can be used to identify the
training needs and to plan the training activity. Each process is defined specifying its inputs
and outputs and the methods and tools that can be used in order for this to be accomplished.
The third deliverable is a typical project which includes all the tasks that must be carried out
in order to plan an effective training plan for the target organization as well as the relevant
schedule. Systemic practices are used in specific project management areas like project scope
management and stakeholders’ management.