Last week, Training Journal Editor Jon Kennard gave his blog over to Janet North to review Paul Matthews’ latest book ‘Learning Transfer at Work: How to Ensure Training >> Performance’:
Janet writes “The primary purpose of training should be improved employee performance. Can any of us disagree with this statement? However, many training interventions do not focus enough on the learning transfer to enable this to occur.
This isn’t just the view of Paul Matthews; the Saratoga/PWC Key Trends in Human Capital report (2005) reports that in 2003 organisations across Europe spent £1.03bn on leadership training with little evidence of return on investment. A report in 2017 by Tris Brown found post-training changes in only one in five participants.”