11. In order to enhance the transfer of learning, training should operate as a partnership among employees, their managers and human resource professionals.
12. In the rapid model of instructional design, training design begins while needs assessment is still being conducted.
13. Needs assessment should always be completed on a regular basis before training is developed and again when budgets are set.
14. Employees who perceive that their organization has a supportive climate are more likely to succeed in the transfer of training.
15. If an employee is not performing effectively, then training is necessary.
16. Employees generally overestimate their knowledge and skills and underestimate the need for training.
17. Training is likely to be more effective if it is adjusted for particular groups of trainees with particular characteristics.
18. Training is appropriate if a causal analysis reveals that employee motivation is the reason for a difference between actual and desired performance.
19. Training is helpful for dealing with any type of performance problem.
20. The best all-purpose means for prioritizing training needs is the use of task analysis.