Obviously, the purpose of job training is to allow the learner to apply new skills to their work. As the data suggest however, as a community, we have not been as effective in doing so as we possibly could be.
Going back nearly 40 years to Donald Kirkpactrick’s hallmark research findings, and to more contemporary observations, we still see a significant deficiency in learned skills being fully transferred to job performance.
What about your organization? If you can look back and see a variety of learning and development resources utilized yet still are being challenged to bring greater value to organizational performance, it’s time to take a new look at how those initiatives are being developed and deployed.
