Do the learnerships your company is sending your learners on, train learners in such a manner as to facilitate learning which creates knowledge that can be managed and add value to both the organisation and individual?
Do the learners who graduate from your learnerships return to the workplace with newly embedded knowledge they can invest in their own personal development and benefit your company in the long term?
Are the learnerships your employees sent on, designed to maximise learning by ensuring individuals are able to retain learnt skills in memory through the development of neural pathways making use of what is known of neuroplasticity?
Are you asking your training provider how they are structuring and designing Learnership material to take into account your learners pre-existing knowledge in order to maximise the Learners learning experience and outcomes?
Are your learners able to demonstrate they can apply what they have learnt on the learnership and provide tangible, quantifiable, and measurable evidence that they can add value during and immediately after their training?
Learnerships are required to impart and equip learners with working skills they can use immediately they return to work. If this is not the case your need to question the quality of training your learners are receiving.
If you cannot say, your organisation and learner needs are being addresses by the services your training provider is offering you are probably responsible for wasting your organisations limited financial resources and frustrating your learners.
The next series of blogs will address Knowledge Management, Knowledge Creation, Organisational Learning, The Ever Changing Organisational Environment, The Neuroscience of Learning and Memory and, The Role of Management in the Learning Process.
Next – Part 2/7 Knowledge Management