Reference no: EM132733711

Problem 1: Avondale Industries spent thousands of dollars for three of its business analysts to attend an off-site week-long training program. Their boss's expectations were high for what the analysts would learn and what improvements they would bring back to the company. The analysts came back to the office, reported they had learned a lot, had a good time, and jumped right back into work, which was extremely busy at that time. Their boss, because he too was busy, did not follow up with the analysts until several months later, at which time he asked the analysts to report on how they had implemented what they had learned. They reported that they had made no changes at all and had forgotten most of what they learned. The boss, greatly disappointed, said he was not going to waste resources like that again. How might the analysts have done better with the transfer of learning?

Option 1: The analysts should have taken time when they returned, regardless of what was going on in their jobs, to report out to their boss and share with him what they had learned so he could select the learning that might best help the office.

Option 2: The analysts should have set goals to transfer learning and monitored their own progress-identifying and overcoming obstacles for meeting those goals. They would have then been more successful in transferring learning back to their jobs.

Option 3: The boss should have been the one to follow up with the analysts immediately upon their return to discern what knowledge would be most helpful to the office and then encourage the analysts to share what they learned.

Option 4: The analysts should have been more proactive about sharing their knowledge with their boss and others in the office. Because of this bad experience, not only the analysts but every employee in the office will have to forego future trainings.