在结构化学习结束后,培训部门需要持续提供各种形式的绩效支持,以获得高层管理者的支持与配合,共同营造一种文化氛围,使所有的直线经理明白训后支持是一种责任;重新分配原先只用于教学的资源,将其用在以绩效提升为导向的教学设计中,用在学习转化的系统开发中,真正做到“把钱花在刀刃上”。在整个学习项目进行过程中,尤其在重要的学习转化阶段,提供有效的绩效支持符合学员、公司、培训部门三方的利益。但什么是有效的绩效支 After structured learning ends, the training department needs to continuously provide various forms of performance support to obtain the support and cooperation from senior management to jointly create a culture so that all line managers understand that post-training support is a responsibility. Reallocate resources that were originally used only for teaching purposes and use it in teaching performance-oriented instructional design, and in the development of systems for learning and transformation, to truly “spend the money”. Throughout the learning process, especially in the important stage of learning transformation, providing effective performance support is in the interest of the tripartite students, companies and training departments. But what is the effective performance of the branch