Bruce Joyce carefully measured at Columbia University the actual effectiveness of training, i.e., the transfer of learning from the workshop to the workplace, to be in almost all cases less than 13%.
Tom Lambert comments: If Training is to play the role which only it can play in today's excellence-driven business environment, it must be:
- Based on effective and accurate needs analysis, subject to the precisely determined requirements of the Strategic Business Plan.
- Subject to objectives that are the expression of specific, quantifiable, observable, and predetermined outcomes.
- Designed to ensure full transfer from the training situation to the workplace.
- Conducted by experienced top-class professionals in a manner that makes a significant contribution to developing a dedicated learning community throughout the workforce.
- Routinely measured, not once, but on an ongoing basis, to ensure that the knowledge is appropriately applied consistently at the workplace.
- Subject to the equitable availability of tangible or intangible rewards for consistent high performance.
- Able to demonstrate quantitatively a significant contribution to the achievement of the Business Plan.
Is this a tough ask? Try MAGIC:icon1:. People development dynamics are tough business and not a quick fix. Retaining them is possible but equally difficult business.
Hope this is food for thought.
Floyd
Mentors and Business Coaches International (India Operations)
W.
www.mbcint.com
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