When I looked into the organization’s corporate training programs, I saw that the learning focus was knowledge transfer, from trainer to learner. It didn’t take me long to figure out why. Where it all fell down is in knowledge carry-over between classroom and daily work. He was eventually able to come up with specific things his employees would know, and behaviors they’d adopt after the training, but it took some time. But when I asked him what he thought his employees should know or be able to do after the training in order to generate more money, he had to think. More of it, through higher efficiency and better sales. I once asked the director of a company with more than 10,000 employees what he saw as the end goal of his organization’s corporate training. 5 Principles and 5 Theories for Effective Training Design
0 Comments
Leave a Reply. |