The TAP Learning System

Research shows that less than 10% of all learning from  
Training activities invested in by employers is actually
Applied in (ie. transferred to) the workplace, resulting in increased                            Performance at individual, team and organisational levels.

The TAP Learning System is an enterprise system designed to enable continuous performance improvement through learning. It is both unique and highly innovative.

TAP provides all the stakeholders involved in the learning process with an awareness of the barriers that can create blockages and the skills to address them. It also enables organisations, by implementing the TAP Transfer Model (call us for discussion on this) to eliminate systemic impediments holding back the ROI they receive from training investments.

Clients are assisted to develop their own L&D Standards and learning transfer system. Many thousands of trainers, managers and others have now developed their skills and are applying the TAP methodologies for performance improvement.

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 TAP Learning System model

The TAP Learning System offers a unique holistic approach. Two core elements
are:

(1) Organisational L&D Standards, strategies and processes

(2)  A Skills Programme for everyone involved in training and developing others

For more information on these essential components:

   click here

"What does 'TAP' stand for?"

The TAP Learning System is founded on three basic concepts:

Training

all training activities need to be aligned to business objectives and designed and delivered to best-practice standards. This demands relevant skills of all involved: L&D practitioners, line managers and subject matter experts.

Application

new skills learned from training are embedded into the workplace only if supported by a holistic learning transfer system, in which supportive line managers, L&D professionals and subject matter experts all have vital roles to play.

Performance     

levels reflect not only employee skills but also engagement levels, which are largely dependent on line managers' abilities to bring out the best in their people. Training disengaged hearts and minds is a waste of time and resources!