The Corporate Training Industry accounts for billions of dollars in expenses every year, but does it create the Return on Investments (ROI) that organizations desire, or do training programs continue to represent a "ticking of the box" by organizations and their people?
Omagbitse Barrow shares his thoughts on this subject, and provides a powerful linkage between the ADKAR Model for managing change, and the search for tangible returns on training investments, in the Online Efiko's GUIDE TO SUSTAINING THE IMPACT OF TRAINING.
Enjoy the learning experience, and transform the impact of corporate training in your organization.
Training is not necessarily aimed at changing individuals or organizations. Acquiring new knowledge or skill does not mean the individual will change. The focus should be on the application of the new competency.
Is the ADKAR model a silver bullet? How does it address future skills?
Training and Retraining is great just as learning, unlearning and relearning is the best that can happen to any Workforce. However, Training Impact analysis(TIA) atimes can be frustrating. Hence, proper gaps must be identified, competency framework of all cadre of staff conducted qnd the exact needs factored into the training model. That way, ROI can be calculated.
However
Gbitshe you are always spot on! At times, TIA do nothing.