Tony Karrer, on his e-Learning Technology blog has a post about Intermediate Factors In Learning that talks about how intermediate factors can become performance drivers. He makes some good points. I would say that depending upon the corporations collective culture, the management and learning style of the specific training department head will have a lot to do with their approach and then program management.
Some managers, departments, or organizations won't even consider intermediate factors until they have some sort of benchmark, i.e. what the organization sees as success with the "product type" focus of how training impacts job performance. I cannot say for sure, but my hunch is that more organizations, small company or large, are like this than the other way. Sometimes folks just need a place to start.
I think Tony's trying to address an organization that may only have a product focus which cares exclusively about the end result, i.e. how the training impacts job performance. I think the big thing he is saying here is not to stop there. He is right, some organizations do, and are perfectly happy with it.
Dave Boggs
SyberWorks
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