Some researchers report that learners on corporate training programmes apply less than 20% of what they have learned to their jobs. If true, this represents a massive waste of time and money. Organisational learning is more strategically [...]
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Some researchers report that learners on corporate training programmes apply less than 20% of what they have learned to their jobs. If true, this represents a massive waste of time and money. Organisational learning is more strategically important than ever before. The L&D function is increasingly under the spotlight to provide evidence that training interventions improve workplace performance. This means that we have to bridge the gap between what people learn on a formal learning programme and the application of that knowledge and skill to the job. This needs a coherent learning transfer model. ‘Managing Learning Transfer’ gives L&D managers and consultants the tools and means to drive learning interventions that result in measurable performance improvement. This offers L&D a great opportunity to spearhead improved business performance, whilst enhancing their own credibility and status across the organisation. What's included in the course? Facilitated discussion around learning transfer issues Practical tips and models for improving learning transfer Applying learning transfer principles to an L&D assignment of your choice Evening work What the delegates will learn Explore how a systematic approach to learning transfer can help training interventions add value Select effective learning transfer practices and implement them Evaluate current learning transfer practices to identify areas for improvement Enhance personal credibility by obtaining a professional qualification, the Certificate in Managing Learning Transfer Next steps Designing a Business Driven L&D Strategy Leading the L&D Function Digital Transformation

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