This case study will illustrate the power of paying attention to employee training transfer before, during and after the training and development sessions or activities.
Before the Employee Training
In a mid-Western university, the Director of Human Resource Development (HRD) created a new employee training series for supervisory staff members. She began the needs assessment process with focus groups that included both prospective participants and supervisors to identify the key skills and ideas needed from the training.
She consulted with outside experts to determine employee training content. She observed employee training programs and met with other university HRD Directors to compare notes before developing the employee training. She formed a university-wide advisory committee to review and assist with the employee training design and delivery.
Then, working with internal and external training and development vendors, she developed the objective-based employee training sessions. Managers of trainees are required to attend an initial meeting which introduces the employee training session content. These meetings also teach participants the role of the manager in supporting the training efforts. Gradually, more and more managers are attending the complete training as well.
During the Employee Training
She piloted sessions with the first couple of employee training groups. Sessions were redesigned based on feedback. Trainers present relevant examples and activities during the sessions.
The participants fill out multi-page evaluations that provide feedback about content, learning, and the effectiveness of the sessions. These are due within a week and not required at the end of the session so participants have time for thoughtful review.
After the Employee Training
Training redesign is an ongoing process based on feedback.
A couple of months after the sessions, the HRD Director meets with employees who participated to assess their satisfaction and learning transfer over time. She also meets with their supervisors to assess whether the employees are applying the skills in the workplace. She is working to provide actual testing and 360 degree feedback to strengthen the training transfer component of the employee training program.
Is the employee training program a success? You bet. She spent the time to implement the ten steps recommended in this article and the university is reaping great results from the resources invested in the employee training. You can experience these results, too, by paying attention to the transfer of employee training to your workplace.
Additional Resources About Employee Training Transfer
Well, people, these ten points are the result of the evolution of my thinking over the past thirty years. I know they were influenced by many of you in the Training and Development field. So, I thank you all for your contribution. No one develops thoughts such as these on an island.
Here is a list of additional resources: Employee Training Transfer. Check these out for additional points and for an added take on several of mine. What works for you before a training session to positively impact training transfer? Please share your thoughts in the HR Community Connection Forum so that a broader group of people can benefit from your thinking.
