Some comments.
1. Members are getting a little confused between learning and training. Learning is an activity that can be continued for as long as one wishes - some people never stop learning. Also, learning can be from books, from training courses, from communicating with others, from experience, both good and bad, from mistakes, from creative forays, from anywhere. Learning directed in the right direction. i.e. for the attainment of knowledge and wisdom, will always be productive.
2. Training, however, is specific; it is predetermined; it is planned; it is usually imparted by an individual or a group of trainers/counsellors; you can have training in specific areas - that is to strengthen an employee's ability to work productively in a particular function or position - it can be directed to one individual or to a group; and training in general areas, such a stress and time management, effective communication, etc. usually conducted for groups of employees.
3. When does training become effective, i.e. when does it improve productivity?
Only when it is needbased and designed to meet the requirements of the individual or group being trained.
I may be stating the obvious, but to give training in a particular area which is not relative or pertinent to the employee/s being trained, either in the present or in the future, is a waste of time, effort and money.
Even the same type of training needs to be finely tuned depending upon the group of trainees concerned - for instance stress management for junior executives and stress management for top management needs to be subtly and suitably amended, with different types of examples and case studies, depending upon the group it is aimed at.
The trainer/s in turn must be able to impart the right type of training. Training courses cannot be memorised and spewed out in the same way every time. The trainer has to constantly revise and upgrade the content of the course depending on new inputs, on the makeup of the trainees, on their requirements, etc.
Training has to be interesting, interactive, and must not be too dry or tedious. A little humour always helps. Trainees cannot be forced to learn - they must want to learn.
A lot depends on the trainees. Some trainees are highly receptive, some are not. Some, in fact, have negative and closed mindsets. The trainer has to decide how training is to be imparted in each case. Sometimes, in difficult cases, counselling on a one-to-one basis is preferable to structured training.
Only the right type of training can lead to increased productivity. Keep this in mind always when planning a training calendar.
Jeroo