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Stop Wasting Money on Employee Training and Development

8 Reasons Your Employee Development & Training Sucks (and how to fix it)

 

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Business training and development is an integral part of maximizing team talents, streamlining processes, increasing innovation and growth, and creating a positive and successful organizational environment.

However, most employee training and development programs fall significantly short of their goals, yielding only 20-30% information retention and skill application.

Since the U.S. spends $142 Billion annually on training with 53.8 avg. hours of training per employee per year, this results in nearly $113 Billion training dollars wasted in the U.S. every year, and almost 43 hours per employee per year wasted in the average organization.*

Must we accept training as a “necessary evil” with weak and disappointing results? Or are there aspects of training we can pinpoint using educational psychology and neuroscience to maximize results?

In the following slides, we introduce the 8 MISTAKES OF INEFFECTIVE EMPLOYEE DEVELOPMENT AND TRAINING.


*Training Industry Report 2015 – $142 B spent annually on training; 53.8 avg. hours of training per employee per year.

Download the Effective Business Training & Development Checklist by clicking below:

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About the Authors


Dave Boizelle

Chief Learning Officer
Dave has unique capabilities in training facilitation and developmental coaching across mid-sized and global organizations. Previously, Dave was the chief learning officer with RSM McGladdrey. He also has extensive experience as a director of human resources and recruiting at Arthur Anderson, Inc. Dave has an M.S. in Instructional Technology from Utah State University.

 

Pat Bosworth

Founder and CEO
Patrick effectively coaches leaders at all levels and across a number of industries with a pragmatic, consultative approach. Previously, he was vice president with Right Management and held other senior OD and development positions in manufacturing and the professional services Industries. He holds an M.S. in Industrial/Organizational Psychology from Lamar University.

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