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High leverage training is linked to strategic business goals and objectives, uses an instructional design process to ensure that training is effective, and compares and benchmarks company's training programmes against those of other companies. Generally, training refers to a company's planned efforts to facilitate employee learning of work knowledge, skills or behaviors. High leverage training is linked to strategic business goals and objectives, is supported by top management, relies on an educational design model to ensure quality training and control, and compares or compares with programs in other organizations. The emphasis on high-leverage training is accompanied by a movement to link training to influence improvement. Companies lose money on training because it is poorly designed, not linked to a leverage issue or business strategy, or because the results are not properly evaluated. That is that companies invest money in training simply because they believe it is good to do so. The view that the training function exists to deliver programs to employees without compelling business reasons have been abandoned. Today, training is not evaluated based on the number of programs and training activities offered to the company, but how the business training is addressed related to learning, behavior change and leverage improvement. Proper training methods help to create working conditions that encourage continued learning. Ongoing learning requires employees to understand the entire work system, including the relationships between their roles, their working units and the company. It is expected that employees will acquire new skills and knowledge, apply them to work and share this information with other employees. Managers play an active role in identifying training needs and help ensure that employees use training in their work. To facilitate knowledge sharing, managers can use information cards that reflect where knowledge is within the company. Training is seen as one of the possible solutions to improve leverage. Other solutions include actions such as changing jobs or increasing employee motivation through pay and incentives.

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