I. ACTIVITY TRAINING TO IMPACT TRAINING

A. Training for Activity
1. The HRD dept. is held accountable for its activity, not for its results
· There is no formal output of results so managers are left to decide weather it is beneficial or not.
2. The HRD staff is held accountable for design and delivery of training programs.
· In training for activity, trainers are held accountable for the number of programs they deliver or design.
· 80% of their time is activity so there's little time left to do needs assessment or research.
· Organizations that operate with the training for activity approach are looked at being non-productive or not working if not present in the classroom.

3. Skill Transfer from the classroom to the job is unknown or absent.
· With an evaluation the skills and knowledge regarding the job cannot be determined.
· HRD professionals using this method rarely consider strategies that would guarantee a high degree of skill transfer.
·......

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Title: Activity And Impact Training
Approximate Word Count: 1831
Approximate Pages: 8 (250 words per double-spaced page)

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