Transfer of Training

1. Transfer of Training • Transfer of training refers to trainees effectively and continually applying what they learned in training to their jobs.

2. Transfer of Training • 40% of skills learned in training are transferred immediately • 25% remain after 6 months • 15% remain after 1 year

3. Obstacles in the work environment that inhibit transfer of training: • Work Conditions(Trainee has difficulty using new knowledge, skills, or behavior) • Time pressures • Inadequate equipment • Few opportunities to use skills • Inadequate budget/resources

4. Obstacles in the work environment that inhibit transfer of training: (continued) • Lack of Peer Support(Co-workers do not support use of new knowledge, skills, or behavior) • Discourage use of new knowledge and skills on the job • Unwilling to provide feedback • See training as a waste of time

5. Obstacles Continued • Lack of Management Support • Doesn’t accept ideas or suggestions that are learned in training • Doesn’t discuss training opportunities • Opposes the use of skills learned in training • Communicates that training is a waste of time • Unwilling to provide feedback and reinforcement for trainees to use training content

6. Transfer of Training Theories

7. Conditions of Practice • Material learned under “spaced practice” is usually retained longer • Managers often resist it because it lengthens the training session • Instead of an 8 hour training session try 2 four hour sessions or try 4 two hour sessions

8. Progressive Training Useful for training the “soft skills” where there are steps in a process to learn or various theories or models to learn. Thus, tasks are interdependent.

9. Progressive Training • Learn and practice step 1 • Practice step 1, learn and practice step 2 • Practice step 1, 2, learn and practice step 3 • Practice step 1,2,3, learn and practice step 4 • Practice steps 1,2,3,4

10. Tips for ensuring transfer of training • Use realistic examples • Give learners meaningful contexts for applications of concepts • Include practice time in the design • Use visual aids • Consider using pre-training assignments • Keep concepts and skills as close as possible to the work done by trainees • Build in post training follow-up

11. Traditional Training Methods Categories Presentation Methods Hands-on Methods Group Building Methods

12. Presentation Methods • Lecture and Discussion • Panels • Team Training • Guest Speakers • Trainee Presentations • Audio-Visual

13. Hands-on Methods • Hands-on methods refer to training methods that require the trainee to be actively involved in learning. • These methods include: • On-the-job training • Simulations • Case studies • Business games • Role plays

14. Group Building Methods • Group building methods refer to training methods designed to improve team or group effectiveness as well as the trainee’s individual skills. • Group building methods involve trainees: • Sharing ideas and experiences • Building group identity • Understanding interpersonal dynamics • Learning their own strengths and weaknesses and of their co-workers.

15. Group Building Methods (continued) • Group building methods include: • Adventure learning (teamwork & leadership through outdoor activities • Team training (building morale, cohesiveness, decision making, respect, trust) • Action learning (teams work on actual problem and action plan)

16. Choosing a Training Method • Identify the type of learning outcome that you want training to influence. • Consider the extent to which the learning method facilitates learning and transfer of training based on the number of people trained • Evaluate the costs related to development and use of the method. • Consider the effectiveness of the training method based on research. • Should always use more than 1 method