The biggest challenge in training is the transfer of the skills and information learned in the training to the work place. These tips and tools for before, during, and after the training session will increase training transfer, the use of training content at work.
In every company, Human Resources (HR) training in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. We need to equip our employees to handle their employee relations responsibilities competently. But, for maximum positive impact and learning, we need to make the HR training motivational and engaging.
In my usual approach to training, I meet with groups weekly for a two hour training session. These sessions can last for several years, although we do tend to limit the frequency over time.
Critically important to training transfer are the activities that start during and occur following the training session. You can help create an environment that fosters the ability of each individual to assimilate learning and apply it on the job. Just follow these guidelines.
Can you turn your training participants into learning magnets who can’t wait to attend their next training opportunity? Absolutely. Can you expect improved work performance as a result of the time, energy, and money you invest in training? Absolutely. Read on for training tips.
How much money did your organization invest last year in training that failed to provide the results you sought? You are not alone if training classes rarely resulted in the transfer of immediately useful information to your workplace. Real employee behavioral change, based on the training content, is even harder to demonstrate. Discouraging? You bet! So what's an organization to do?
With baby boomers – all 80-plus million of them – starting their exodus from the workforce and into retirement, the labor pool is shrinking. No, Chicken Little, that doesn’t mean the sky is falling. But it does mean that organizations that distinguish themselves as destinations for talented and valued employees will see their stock rise - and not just on Wall Street. Find mentoring to be an employee recruitment and retention strategy.
Transfer of training isn't a concern when training is experienced as part of the job. Not the same as "on-the-job" training, action learning employs a facilitator to assist people to stretch their skills while performing needed work.
The article emphasizes that transfer of training can be improved. The learner, the supervisor, and the person who develops the training each need to approach training differently. Emphasis is on integrating the training with the work environment.
The authors provide twelve considerations in helping people apply training concepts learned to actual behavioral change. An example is that trainees must understand and agree that training in a specific skill is needed and desirable.
“Training is a process, not an event.” Susan Boyd presents ten ways to help trainees learn and transfer training to the workplace. She provides ten processes to use before, during, and after the training that promote this transfer.
Jim Clemmer emphasizes that effective training starts by changing peoples’ behaviors; attitude change follows. Training fails when it gets this wrong. He also recommends cascading training down from executive management.
This handy check list from Langevin Learning Services will help you "wire" your training programs to encourage trainee learning and success. Check it out.
