کد خبر: ۳۵۸۲
تاریخ انتشار: ۰۶ آبان ۱۳۹۵ - ۱۰:۲۷

Four Training Transfer Tips

Meet with each trainee, their supervisor, and possibly, their coworkers, following the employee training session

The purpose of the meeting is to assess the difficulties the training participant will experience in applying the training on the job. You want to help the supervisor, especially if she did not attend the training, understand the results she can anticipate from the employee training. You also want to help the participants discuss work environment changes that will enable training application. Because you also met with the supervisor prior to the training, this is part of an ongoing discussion.

 Four Training Transfer Tips
Remind the supervisor, particularly, or coworker that one of the most powerful methods for helping others applies training in the workplace is to act as a role model using the training or skill

Coworkers can offer suggestions, when requested, about applying the employee training. The supervisor is expected to assist with the application of the employee training. This presumes the supervisor is either skilled in the training content or he attended the employee training. Another powerful approach to training application involves an entire work group, including the supervisor, learning and then practicing the employee training content together. In a mid-sized manufacturing company, a group of managers, supervisors, and quality professionals attended the same customized employee training sessions for several hours a week. A central component of each employee training session was a facilitated discussion about the application of the concepts learned the prior week

 Four Training Transfer Tips
Follow up with the trainees and their supervisor about progress on the goals and action plans they developed during the employee training

In an effective employee training session, the group discusses how to apply the training back on the job.They also talk about how to overcome the typical roadblocks they will likely encounter when trying to apply the employee training. Persuasive evidence supports these as legitimate and effective methods for training transfer. According to Marguerite Foxon, currently Principal Performance Technologist for Motorola, "There are several transfer strategies outlined in the literature which can be incorporated into training courses, and research has produced some encouraging results”. "In particular, when learners are given goal setting and self-management instruction as part of a training course, they demonstrate a significantly higher level of transfer

"Such strategies increase the likelihood of transfer because they acknowledge the impact of organizational system factors while at the same time assisting the individual to focus on potential applications and to 'make plans' for using the training. "Both designers of instruction as well as those delivering it have a responsibility to address the transfer issue - to help learners think through how to integrate the skills into their jobs, and to plan in terms of what will facilitate or inhibit the transfer. It is no longer good enough to leave it up to the individual learner - if it ever was"

 Four Training Transfer Tips
Help facilitate a partnership between the supervisor and the individual who attended training

They need to meet periodically so the trainee can share his application plan and progress with the supervisor. This partnership also consists of praise, positive reinforcement, and rewards for learning and applying the employee training. This partnership ensures that failed attempts to apply new learning are viewed as learning opportunities instead of failures. Never "punish” an individual for attempting to practice a new behavior or approach. If your organization approaches performance reviews in a traditional manner, the system or instrument cannot grade him or her down for practicing a new skill