Member Since: 16th May 2018
1st Oct 2018
If I am correct, what you are suggesting is that L&D needs to focus more on Kirkpatrick's 3rd and 4th levels of evaluation (if we had to put it into a theory). I feel like the most important thing L&D professionals can do is to build out a comprehensive and detailed follow up after a training is given to measure behavioral implementation of the training and coach trainees on implementing the content from the training 3 to 6 months out. It can be difficult to measure sometimes, because there may be other factors influencing the behaviors of employees and that's why think there is not much detailed research on the impact of training specifically. There may be a myriad of confounds, but we have to start somewhere.
Thank you for a great article!
1st Aug 2018
With this model of training how do you expect the content to stick with the employee over time? I feel like this is good for convenience and more customer service based, which I feel like shouldn't be an new thing. I feel like old business practices have made it difficult to push this methodology. I do think it's a great method of delivering training, but I think it still needs to be blended with other methods in order to create a lasting impact on the user.