Is Training the Answer?
T3T2
Sustaining Training

What distinguishes spectacular achievements from low achievements and failures is: prudence, forethought, willpower, perseverance and desire.  Achievers choose among their many talents and concentrate their efforts on what can be done well and pursue those paths.  Practice is the classic activity of successful people at their peak.  Goal achievement requires commitment, hard work, and perseverance and having the resilience of balancing life's challenges.  Got EQ? Emotional Intelligence Checklist.

Once training is complete, how does management ensure employees apply what was learned to the workplace. Transfer-of-training is important in helping determine return-on-investment (ROI). Factors which impact transfer of training to the workplace include organizational atmosphere, support of management and peers, resources and an environment conducive to the application of newly acquired skills.

Learning Organizations are companies which possess an enhanced capacity to learn, adapt, and change. Characteristics of learning organizations include: continuous learning, knowledge generation and sharing, critical systematic thinking, learning culture, encourage flexibility and experimentation, and valuing of employees.  One model that embraces the 'learning organization' concept is the Collaborative Work Systems Design Model.
To Train or Not to Train

When considering training, management should consider whether training would resolve the issue or challenges being encountered. At times training is not the solution and other alternatives such as process reengineering, job restructuring or task analysis may need to be considered. If training is the solution than management can take steps to ensure the design, development implementation and coordination occurs smoothly.               

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