Conclusion
Organisations invest considerable sums of money in training employees. Much of that expenditure is wasted through ineffective planning and weak linkages between the training conducted and the workplace. The PRACTICE model outlined here in this article gives practical guidance for organisations and practitioners in leveraging the efficacy of training for improved organisational effectiveness.
Particularly significant is the need to identify explicitly the organisational benefits expected from the training, the creation of firm linkages between the training and the organisation's performance management system, and assistance back on the job with coaching, on-the-job aids and documented procedures. For transfer of training to take place, a communication plan and one centralised point for programme planning and implementation were also identified as important. It is only through managers, supervisors and training professionals working together in partnership to achieve these essentials that organisations will maximize their investments in training.