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The process of identifying learning problems is very much influenced by the context, but generally involves:
- Analysis of the learner and the organization;
- Design of the learning objectives, assessments, strategies, and media;
- Development of the instructional product;
- Implementation of the learning initiative;
- Evaluating the effectiveness of the program
At a minimum, every training program is evaluated by the participants. Depending on the purpose of the training, assessments may be used to determine the participants’ gain in knowledge and/or skills. After a few months, both formal and informal evaluations measure the change in job performance at the individual and organizational levels.
According to the American Society of Training & Development, in 1998 the average organization provided 29 hours of training for about 76% of their employees. They devoted 2% of their payroll to training. Training prepared them for transitions so their company could take advantage of new opportunities.
Clients have included the U.S. Department of Defense, J.C. Penney, KETRON of the Bionetics Corporation, Calgon Corporation, Education Management Corporation, Real Estate Property Managers, Penn State University, and Laban’s Trainings.*
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