Two managers are discussing the usefulness of training programs in organisations. The first manager claims that training programs can be effective in helping employees to acquire knowledge and skills, but that what is learnt does not transfer to on-the-job behaviour. The second manager agrees that training programs can be helpful to learn new skills, but that they are more effective when learning cognitive skills than interpersonal skills. Based on the information provided in this course, briefly evaluate each managers claim. (Maximum 150 words)

The first manager's claim that training programs help employees acquire knowledge and skills but do not transfer to on-the-job behaviour is partially correct. While it's true that training programs are designed to enhance employees' knowledge and skills, the transfer of learning to actual job performance can be influenced by several factors such as the relevance of the training to the job, the employee's motivation, and the workplace environment. Therefore, it's not accurate to say that what is learnt does not transfer to on-the-job behaviour in all cases.

The second manager's claim that training programs are more effective for cognitive skills than interpersonal skills is also not entirely accurate. While cognitive skills can be effectively taught through training programs, interpersonal skills can also be developed through methods like role-playing, group activities, and simulations. The effectiveness of training programs largely depends on the design and delivery of the program, regardless of the type of skill being taught.