A return to normal after a crisis is a good thing. Who doesn't want back what once seemed lost? The problem is it usually isn't a simple task figuring out how to patch together a scaled-back training program. When the recession hit in fall 2008, trainers were asked to scale down programming and make do with fewer resources. With a recovery in full…

"Training" magazine taps 2011 Training Top 125 winners to provide their learning and development best practices in each issue. This article looks at strategies for aligning training with business goals and creating models to measure return-on-investment (ROI) and other financial metrics pertaining to training.

TRAINS (Training, Resource, Assessment, Intervention, and Network System), which can assist trainers in developing programs with transfer elements in them, is described. It enables trainees to do what they were trained to do, when they are supposed to do it, and where they are supposed to do it through generalized training. (CT)

Discusses the peer-training model, opposition to the plan, major objectives of the model, strategies for motivating employees to train and for making training a priority, training the trainer, ongoing training in the work units, and benefits of the program. (CT)

The author presents nine typical situations where training failed to transfer and tips on how the problem could have been avoided. Situations include rocking the boat, mismatching courses and needs, supervisory slipups, losing track of what training employees need, and no help applying skills back on the job. (CT)