In my opinion, I would say the three key factors are:

1. Having/cultivating a healthy corporate learning culture: This will help employees to have a full understanding that it’s fine to ask questions while trying to do your best at work. In some cases, culture transformation and change management is needed to cultivate a culture as such, but continuous communication among stakeholders as well as stakeholder management is the key. The four functions of the art of management could also support the sustainability of the ongoing process. In addition, it’s similar to the concept of project management in terms of multitasking, timeline, etc.

2. Linking it to other HR functions such as performance appraisal and payroll in the long run: This would potentially drive motivation while managing effectiveness of training. It could potentially improve employee retention if everything is well-connected in a systematic way.

3. Having a keen focus on the data changes according to the four levels Kirkpatrick model to drive impacts: This is more about finding relevant data to backup for driving impact with the support of the four levels of Kirkpatrick model. For example: Training Satisfaction rate (level 1), training pass rate (level 2), ratio of staff who can complete tasks individually without supervision after training (level 3), and Employee turnover rate (level 4). Once you identify the changes, it would be helpful to find the root cause of the changes, potentially with a performance gap analysis, root-cause analysis, and fishbone diagram, etc. With these root causes at hand, you may find its patterns and create further strategies to support the redesign, optimization, or reform. Each context are typically different, and the key is fixing the right root-causes gradually so that everyone can keep up the pace while trying to keep everything under budget, time constraint, acceptable quality control/management, and number of personnel.

Adjusting the pace for training and making great use of current training resources are my common methodologies. We are all humans, so a human-centric learning method could be helpful, especially everyone learns in a different way and pace. It’s understandable that companies prefer fast and effective training for business and operations purposes, but in the meantime, we should also think from a learner’s perspective by identifying their learning preferences, supporting special learning needs, adjusting the learning pace according to their learning conditions at the moment so that learning can be effective in the long run to further support operations.

If you have any further Q&As regarding the framework, please do not hesitate to reply under the framework blog post on Medium and LinkedIn. This could support the overall educational ecosystem and start more discussions on the topic. Thank you for your time and effort in advance!