Robert Brinkerhoff’s book High Impact Learning. You will quickly see why the training efforts of those who use High Impact Learning are far more successful than those who don’t.įor more information on High Impact Learning read Dr. I’ve created a mindmap that illustrates the differences between traditional corporate training and High Impact Learning. Whereas High Impact Learning is very aligned to business results. Traditional corporate training often lacks alignment to business results. Why such poor business results from training? Why are billions of dollars producing such low business impact? The answer lies in how training is aligned with the business. Tragic as that percentage is, he goes on to say, “When we define the impact of training more rigorously, such as application of new knowledge and skills to enhance performance in a way that makes a worthwhile difference to the business, then our evaluation studies typically show even more dismal results.” Robert Brinkerhoff points out, in his book High Impact Learning, “if we define ‘training impact’ as simply transfer of knowledge and skills to on-the-job performance, research indicates the impact of training is realized only for about 15% of all training participants.” All across the world corporations are spending billions of dollars on employee training that produces very little business impact.Īccording to Training Magazine’s Industry Report, in the US alone organizations spent a total of $55.8 Billion on formal training in 2006.
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