Learning Programs in the American Express Learning Network

emphasise American let out is very large, world-wide familiarity, which origin bothy started as freight forwarding and delivery services. Now with the principal(prenominal) focus be on financial services they want to train their employees with the knowledge to be efficient, knowledgeable, with good audience and speaking skills. Jeanette Harrison, a vice president at American Express, feels that entry and control should be very important for customer c ar. Today American Express is the largest card issuer by purchase volume. Issued AddressedAmerican Express developed American Express Learning Network (AELN), whose main purpose is to address the surgical process capabilities of their employees. With a mission statement of ready all those who serve the company AmExs main goal is to teach with their employees effective jobs skills with the silk hat possible learning method. There were triplet learning techniques the company tried. The initiatory being a completely online bas ed, the bet on being classroom, & the third a blended technique which was a combination of the first two.Janettes personalised learning theory and goal-setting theory is learning literally changes lives. She feels that education is the hear to success and that if would help not only in work move but at home and in the community. Analysis of Issues Everyone has there on learning styles. So, it is no surprise that technique number three, blended learning, worked the better overall. It gave the most diverse style of learning. There was not one main style. The classroom style was incorporated with the encouragement of question asking and cogitate and also online tools were also used to help teach as well.With all the distinguishable types of learning utilized the employees will get to see the cultivation in many different ways and would most likely declare a higher attention rate. The three styles were evaluated at six different levels to see which was most effective. The first level testing reaction from the learner, the second was the retention of the knowledge, the third was the behavior towards improved learning skills, the fourth was how it wedged the company, the fifth was the cost effectiveness of the learning style, and the sixth the application of the culture into the actual job.Conclusions The blended learning I feel is the beat out method. And it holds powerful to Jeanettes learning and goal-setting theories. When the results came in on the three techniques the third scored or rated the dress hat hands down. The company feels it has the upper hand in the leadership festering syllabus. The blue box values set by the company are a true testament to what the company cherished to achieve with the AELN program customer commitment, quality, integrity, teamwork, respect for people, good citizenship, a will to win, and personal accountability.The three operating principals also hold strong to the values Jeanette believes in and wanted to achieve with the American Express Learning Network program. One the principals being to offer superior propositions to all of their customers, another being to operate with best in class economics, and last to be support American Express brand. References http//about. americanexpress. com/oc/whoweare/