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 recount case studies. But “I heard
that learning transfer is ineffective”. Would you please explain to me this dilemma?” I
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 early for us to be concerned about results as long
as the training courses are still underway.”

Key Answer:

“You have to provide a COMPREHENSIVE learning 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.