Think about the types of training common in many organizations that focus on a specific team or might only address the needs of a few individuals. These transactional, tactical solutions are necessary but may not address a larger training need: workplace...
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The evaluation of training programs has long been considered one of the critical components of the ADDIE process. Typically though, training evaluations at best measure learning, with no measure of the learner’s ability to apply what they learned on the...
Business decision-makers have trouble understanding the business value of corporate training.
Training managers know if their programs really add to the bottom line by evaluating your results against their customers’ goals. And, with the Internet’s rise, and recently mobile devices, this has become a lot easier.
New technologies change work environments, enabling individuals to leverage their organization’s knowledge resources when they need them.
Industry leaders appear to be divided about the correct way to address the need for training professionals to communicate the business impact of learning to the larger organization.
Research findings published in academic journals can be complex and hard to access. Trust me, I struggled with my fair share of those articles in graduate school, and know firsthand how daunting they can be to interpret. My goal with this and future blog...
Training diagnostics is the process of examining and evaluating training and organizational performance through systematic assessments, analysis and data collection. Typically conducted by training professionals, the function is considered a...
The single most important reason corporate training organizations exist is to improve the performance of the business.
In August of 2012, I began a series of blog postings about the experience that The DTCC Learning Group had while implementing Agile as a development methodology for training programs.