Does Learning Really Need to Show Measurable Impact to Be Considered Useful? Let's Discuss!

Dear all,
I would like to critically discuss the topic ‘Learning must have a measurable impact on performance in order to be useful.’
Anyone have any ideas to share/discuss?

Dear friend,

What is the nature of your query? You have asked for opinions from others, but what have you done to measure the training effectiveness? What type of training are you talking about? If you raise the query hypothetically, the discussion could go haywire. I have given 25+ replies on the subject. You may refer to past replies.

Thanks,

Thank you, Dinesh. I have to submit an essay on this topic. I wanted to get some wise advice from HR pros on their views on how do I start formulating this write-up. Any help would be highly appreciated.

You may refer to my following reply to the past query. It will bring clarity on the subject: https://www.citehr.com/523786-traini...-523786-a.html

Feedback on Your Post:
You are going to write an essay on employee training. However, your second post is also short and vague. Training is conducted to bring clarity on the subject. Both of your posts did not provide clarity on what you want. Your lack of conceptual clarity in communication, which is not to be construed as a lack of communication skills, is conspicuous.

Thanks,
Dinesh Divekar