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Abstract

Everyone learns differently, as there are four primary learning approaches; when an employer invests the necessary time to understand an employee's learning style and provides them with sufficient information, they can create an optimal environment for knowledge transfer in a manner that ensures effective reception. In this context, Webb Edwards, President of Wells Fargo Services, emphasizes that when employees are placed in the right positions—spending their time on the correct tasks, feeling valued for their contributions, utilizing their full skill sets, and continuously learning and enjoying their work—they will ultimately deliver the best results for their company and its customers. There is no question that a properly trained worker is the cornerstone of labor productivity and the driver of high-performance initiatives today. Consequently, in a competitive business environment, it is imperative to develop a Human Capital Strategy that aligns seamlessly with the company's economic strategy. Accordingly, business organizations should continually strive to enhance the performance of core operating employees, specifically focusing on knowledge acquisition and skill identification; thus, participation in effective and impactful training programs becomes a necessity. However, while many companies possess extensive training programs with profound content, they generally overlook how employees actually learn. More critically, trainers, technical specialists, and supervisors often—without deep realization—teach others using the same methods by which they themselves were taught in the past. This phenomenon, which has become common in the field of training, leads to the undermining of training methodologies, resulting in inflated costs, wasted efforts for both trainers and trainees, frustration, increased errors, and poor outcomes. Such a situation fails to enhance or maximize performance levels. The aforementioned introduction serves as a prelude to the translation of the article by American consultant Deborah Dorsett, titled "Four Learning Approaches to Enhancing Employee Productivity," published in the Handbook of Business Strategy (2006), through which we aim to disseminate valuable knowledge to all.

DOI

10.33095/jeas.v14i49.1370

Subject Area

Managerial

First Page

393

Last Page

263

Rights

http://creativecommons.org/licenses/by-nc-nd/4.0

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