Thursday, March 1, 2012

The Truth About Training

     Training has evolved to include an emphasis on learning, creating and sharing knowledge to assist your organization with accomplishing its' strategy and goals (Noe, 2010).  Learning becomes efficient when it helps employee's performance improve and the company achieve its' business goals (Noe, 2010).  This ensures your employees are motivated to learn and your time and money are directly focused on your business success (Noe, 2010).

Strategies to link training and development to your business goals.
     There are three areas in which training can help you do this.

     First, the psychological aspects of how your employee's learn are addressed through adult learning theory and their tacit knowledge is utilized.

     Secondly, training can assist with strategic training and development initiatives.

    Third, we can perform analysis to align training with your business strategy by identifying metrics to show training success and help you identify and utilize the effective learning of your managers (Noe, 2010).

     The great thing about this is your participation in every phase is vital.  You are the wind beneath the wings of learning in your organization.  I provide the scenery along your way.


Noe, R. A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw Hill.


  1. I am working in Dreamweaver to improve this post.

  2. Well, I finally was able to add the audio to this post. Thank God.

  3. Celia,

    I loved your blog! I have always been able to count on you to raise the bar of my thinking. You quoted some things from our course text by Noe and the one that addresses learning and the business' goals. I am on this soapbox right now about how I think organization's are putting too much emphasis on their business goals and too little effort toward driving the investment in their employees skill sets. After all, organizations business goals cannot be realized without the driving workforce. If the workforce is weak, then the goal achievement is delayed. I wonder how many companies actually state in their mission statements that employee training and performance is the center of focus? Would that even be realistic?

  4. Thank you Tara. I think The Men's Warehouse founder and chairman, George Zimmer embodies and practices your feelings and beliefs. He believes what creates longevity in a company is whether you look at the assets of your company as the untapped human potential that is dormant within thousands of employees, oris it the plant and equipment?...If you ask me how I measue the results of my training program, I can't. I have to do it in the value ofhuman potential (Pfeffer & Sutton, p.96, 1999). This article mentions several companies focused on empowering their employees, at least from the owners perspective. I'd like to walk in a store and just talk to some of the employees. Sometimes what the boss thinks is going on 'Philosophy wise" isn't.

    I was trying to let the owner know he was important and in charge of how much his company grows by the amount of energy and resources (time, money, people, creativity = the wind) he places in the training he'll hire me to develop.


    Pfeffer, J., Sutton, I. R. (1999). Knowing “What” to Do Is Not Enough: Turning Knowledge Into Action. Retrieved from the California Management Review database.

  5. Celia,

    I love the blog. You selected some great information to include in your "speech".
    I love the emphasis on how training can help a company reach its goals. It is so important for organizations to understand that "training is evolving in companies" (Noe, 2010) and is not just a few hours spend waisiting time and money to meet some mandate.

    This was a great post!


    Noe, R. A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw Hill.

    1. Dani,

      I appreciate your assessment and input.

  6. Celia,
    Love the graphics for the text of the speech. I liked the fact that you started by emphasizing that learning is effective when performance improves and the company accomplishes its goals. That's a good approach for catching the CEO's attention. I also liked that you identified three specific areas that help to ensure employees are motivated to learn and that time and money will be focused on the business's success. As a CEO I would like your idea of doing an analysis to align the training with my business goals and than measure the success of the training using predetermined metrics. Great ending comments regarding the importance of the CEO's involvement throughout the process.

  7. Thank you Dr. Mike. I tried to follow your directions. I forgot to ask for a meeting, but I would have gone over 90 seconds. I like how Adel does that consistently.