The American Society for Training and Development estimates that US organizations spent approximately $164.2 billion on employee learning in 2012. Despite this heavy investment in learning, the majority of what associates learn during training will be lost during the first year back on the job.                                           

Questions:

1. Referring to Dr. Eduardo Salas studies regarding training, what are three reasons training often does “not take” or turn out more skilled, productive, and knowledgeable associates?

2. Which contingencies of reinforcement do you believe may help improve the learning retention?

3. What conditions of learning can organizations focus on to improve the retention rate and longer-lasting effect of training lessons?

4. What individual and organizational strategies could help improve the training results?