8:41 Case Study Training MBA Program HRM 512 Case Study "How do we know if our training is doing any good?" After a couple of false stars, FTI'S CEO finally got some well- written training objectives from the company's change leadership team. Various types of training courses, including teamwork, project leadership, and performance measurement, were taking place, but the CEO wasn't sure if they were producing the desired results. He asked: "How do we know if the training we are providing will do any good. The other members of change leadership team weren't sure how to answer, but one of them spoke up saying: "I guess we don't really know if the training will do any good, do we?" As you are the training manager of FTI, you have been called for a meeting with the CEO and have been told the following "We are investing time, money, and effort to train our employees, we want to make sure that they DO and Not just recite theories, quote statistics, and reconf case studies. But "I heard that learning transfer is ineffective. Would you please explain to me this dilemma?" / wonder if: There are specific factors that can determine how efficient the transfer of learning will be? And I'm also wondering if it is too curly for us to be concerned about results as long as the training courses are still underway. Key Answer: "You have to provide a COMPREHENSIVE kaming experience by clarifying to the CEO the following 1- Explain how learning transfer is challenging as it does not start and stop with the training session 2- List and explain the four steps in training process 3- Clarify why is it important to motivate trainees. 4- Explain how to ensure that training is providing what is expected PDF