MEASURING THE IMPACT OF L AND D TRAINING EFFECTIVENESS ON THE TRANSFER OF KNOWLEDGE TO PRACTICAL IMPLEMENTATION AND BEHAVIOR CHANGE IN EMPLOYEE LEARNERS

Abstract

Learning and Development (L AND D) programmes are essential for the success of any organisation. As these programmes guarantee that employees possess the requisite skills and talents to perform their jobs effectively, while also conveying to the employees that their employers have confidence in their value and are willing to invest in them. This eventually enhances company culture and cultivates a stronger sense of dedication to the organisation. There are multiple assessment techniques and instruments accessible for gauging the efficacy of L and D training programmes in organisations, each with its own benefits and limitations. The most effective assessment method involves utilising a combination of models and tools that are customised to the specific goals and objectives of the organisation. Measuring behavioral change is very important precursor to organizational development. Central to this endeavour is the cultivation of reflective practices and self-awareness among participants, fostering a culture of continuous learning and professional growth. To establish efficient Learning and Development (L and D) systems, companies must dedicate resources to training programs and foster a learning culture that motivates people to gain information and skills that directly affect the organization's Return on Investment (ROI).