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Many companies believe that learning is one of the primary experiences their staff should be having as an employee. An effective enterprise learning system must be structured and implemented with much forethought so that it not only supports organizational learning, but also the vision and objectives of that company. Our authors here suggest numerous ways of increasing effectiveness, and warn against jumping to new methods without an understanding of context. They discuss benchmarking, ROI, challenges in delivery and retention, and provide interesting points on how to increase the chances of success before training even begins.
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