Training and development programs have become an
inseparable part of the policy of many
organizations. The more the organization
develops, the greater the demands from the training
system, and the higher the cost. Despite the
enormous expense, research has shown that only a
small fraction of the investment yields effective
outcomes at work, mostly because of inattention to
and ignorance of the personal and organizational
factors that affect training effectiveness. This
book has three major purposes: the first is to
expand theoretical knowledge on training in
organizations. I draw on...