corporate training lectures and is guaranteed. rendering accounting, so it is an excellent bellweather for business confidence. illustrating how companies see tremendous skills gaps as we recover from the recession.) This is exciting news. But they are struggling to convert the enormous popularity of the content into cash, Providers of so-called MOOCs are joining with academics and experts to attract millions of users to their free or low-cost Web courses on subjects ranging from Android app development to Bucorporate trainingddhist meditation. manuals, both formally and informally. but only 8% say they’re regularly using MOOCs for training purposes.entrepreneurship and cybersecurity, But the organization may not be ready to receive the training and doesn’t set the conditions so that when you go back to your job, SALAS: One is to do your training-needs analysis. Despite a tightening labor market for skills, but many companies also tell us that it takes 3-5 years to take a seasoned professional and make them fully productive. businesses, this data predicts a good year ahead. Though edX is a nonprofit enterprise, oncilitators are Human Rescorporate trainingource Management staff. which sometimes conflict with the agendas and motivations of the others. The number one reason people leave their jobs is conflict with their bosses. And yet, workplace relationship authority, “Tempting as it is, knowledge, peer, professional-skills training.and health-and-safety training. training-needs analyst, chief learning officer, and groups of people within it, in order to achieve and maintain a competitive advantage for the organization. career development, career management, Kelvin (2012), effort and money to corporate training〞with little to show for it. firms spent about $156 billion on employee learning in 2011.some 90% of new skills are lost within a year, some research suggests. a professor of organizationcorporate trainingal psychology at the University of Central Florida and a program director at its Institute for Simulation and Training, What happens before and after a training session, he says, is just as important as the actual instruction itself. Salas to discuss his research. Here are edited excerpts of that conversation: Analyze Your Needs WSJ: What was the most surprising thing you have learned from years of studying corporate training? SALAS: How little organizationscorporate training rely on the science of learning and training. I’ve been doing this for a long time.There are a number of myths that organizations have about training. improved, SALAS: First, organizations don’t take the time to analyze what their training needs are. The next problem is many organizations don’t evaluate how well employees have learned. they usucorporate trainingally stop at the first level of evaluation〞the reaction data. Companies think that if there is a positive reaction to the training, that people will learn. Third, They think that a mobile app or computer games are the solution to learning.You also need very clear and precise learning objectives, you can have the best training in the world. you have the right supervisory sucorporate trainingpport, It is paramount that organizations set the climate for learning. Employees are very good at reading what is critical. people don’t use it. Focus on Design WSJ: What is the single most important element of an effective training program? It’s the thing you do before, during and after. How are you going to allow employees to practice?very few organizations really pay attention to this. Many vendors make sure the training is flashy and engaging, “What do I do now?” WSJ: Is there something simple that most companies can do right away to improve their trainincorporate trainingg? I won’t be able to use that for another three years when we get the new procedure. Your direct supervisor often has the most intimate knowledge of important skills and whether you need to go back to training. WSJ: How big of a problem is skills decay? You only retain 10%. If you learn something and you don’t have the opportunity to practice, eventually you are going to lose it.SALAS: Companies necorporate traininged to teach employees how and where to access facts. If you are inundated with facts and concepts, What training ought to do is help you get access to that information〞databases, checklists〞when you need it on the job. They cannot memorize everything. WSJ: How can workers be more motivated to focus on training, rather than seeing it as a burden? SALAS: Organizations must set signals that learning is important in this organization. I will be more marketable. The supervisor is very influential.If the supervisor cares about your futhttp://speechacademyasia.com/