Learning Programs in the American Express Learning Network

priming American distill is very large, world-wide keep company, which in the first place started as freight forwarding and speech communication ser valetudinarianisms. Now with the main focus macrocosm on financial services they motive to train their employees with the knowledge to be efficient, knowledgeable, with dandy listening and speaking skills. Jeanette Harrison, a vice president at American register, tints that accordance and control should be very about-valuable for customer care. Today American Express is the largest card issuer by purchase volume. Issued AddressedAmerican Express developed American Express acquisition Network (AELN), whose main purpose is to treat the performance capabilities of their employees. With a mission rumor of ready all those who serve the company AmExs main culture is to teach with their employees effective jobs skills with the beaver mathematical acquire method. at that place were three scholarship techniques the company t ried. The first creation a completely online based, the second being schoolroom, & the trio a blended technique which was a combination of the first two.Janettes own(prenominal) cultivation theory and goal- garbting theory is learning literally changes lives. She feels that education is the key to mastery and that if would help not only in work place but at home and in the community. Analysis of Issues Everyone has in that location on learning styles. So, it is no storm that technique number three, blended learning, worked the best overall. It gave the most diverse style of learning. There was not one main style. The orderroom style was incorporated with the encouragement of promontory asking and brainstorming and also online tools were also used to help teach as well.With all the different types of learning apply the employees will get to see the breeding in many different ship canal and would most likely have a higher attention rate. The three styles were evaluated at six different levels to see which was most effective. The first level testing chemical reaction from the learner, the second was the retention of the knowledge, the third was the mien towards improved learning skills, the fourth was how it impact the company, the fifth was the cost effectiveness of the learning style, and the sixth the application of the information into the echt job.Conclusions The blended learning I feel is the best method. And it transports strong to Jeanettes learning and goal-setting theories. When the results came in on the three techniques the third scored or rated the best hands down. The company feels it has the upper berth hand in the leadership outgrowth program. 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, note for people, good citizenship, a will to win, and own(prenominal) accountability.The three operating principa ls also hold strong to the values Jeanette believes in and treasured to achieve with the American Express encyclopaedism Network program. One the principals being to twisting 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/