I agree with this. "A better approach would be for the organisation to focus on measurable performance and give workers the time and support to direct their own learning. The T&D function then provides support, but not direction, and also provides a feedback loop to develop better performance support from the organisation." Why? Because "it is not an intelligent strategy to train people to overcome system deficiencies... We need to allocate resources better and one way is to focus on what people do best."
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