The document summarizes best practices in training needs analysis, design, delivery, evaluation, and transfer in China. It discusses several models for conducting needs analysis, designing and delivering training, evaluating training impact, and enhancing transfer of learning to the workplace. Key factors that influence transfer are discussed, along with interventions like needs analysis, coaching, and supervisor/peer support.

1. Learning, Training and Development Benchmarking Best Practices in China Literature Review By Zhu Min

2. Agenda Training Need Analysis Training Design and Delivery Training Evaluation Training Transfer

3. Training Need Analysis A training needs analysis is primarily conducted to determine where training is needed, what needs to be taught, and who needs to be trained. --- Goldstein 1993 --- McGehee & Thayer’s (1961) Three- fold approach to need analysis Organizational Analysis Person Analysis Task/Job Analysis Training courses & the strategic direction of the organization; training objectives & organizational goals. Identify the nature of the tasks & the knowledge, skills and abilities need to perform these tasks. Identify who should be trained and what training needed. How to improve the efficiency of need analysis? 1 2 Subject Matter Expert Trainee’s Motivation

4. Training Design and Delivery Influencing factors when design? Organization Trainee

6. Training Evaluation An evaluation conducted to determine whether intended training goals and outcomes are achieved is called a summative evaluation. Model 1: Kirkpatrick's for level evaluation model (1959) An evaluation intended to provide information on improving program design and development is called formative evaluation. Scriven, 1991 Evaluation Models

7. Tannenbaum et al. (1993) expanded on Kirkpatrick’s typology by adding posttraining attitudes and dividing behavior into two outcomes for evaluation: training performance and transfer performance. Model 2: Tannenbaum et al (1993) 3. Holton's(1996) evaluation model

8. Model 5: IMTEE Model 4: . Kraiger (2002)

10. Lisa A. Burke learning transfer model

12. That’s all! Thanks.