BBA 229 Training and Development

1. BBA 229 Training and Development Lecture 4 Transfer of Training By Dr. S. Chan Department of Business Administration charmaine@chuhai.edu.hkhttp://home.chuhai.hk/~charmaine/

2. Transfer of Training • Trainees effectively and continually applying what they learned in training on their jobs • The work environment plays an important role in ensuring that transfer of training occurs • Transfer of training is also influenced by: • trainee characteristics • training design

3. A Model of The Transfer Process Trainee Characteristics Motivation Ability Training Design Generalization and Maintenance Learning Retention Create a Learning Environment Apply Theories of Transfer Use Self-Management Strategies Work Environment Climate for Transfer Management and Peer Support Opportunity to Perform Technological Support

4. Training Design • Factors built into the training program to increase the chances that transfer of training will occur • For transfer of training to occur managers need to apply: • transfer of training theories • principles of self-management

5. Transfer of Training Theories

6. Self-Management Strategies • Self-management – a person’s attempt to control certain aspects of decision making and behavior • Training programs should prepare employees to self-manage their use of new skills and behaviors on the job

7. Aspects of Self-Management • Determining the degree of support and negative consequences in the work setting for using newly acquired skills • Setting goals for using learned capabilities • Applying learned capabilities to the job • Monitoring use of learned capabilities on the job • Engaging in self-reinforcement

8. Obstacles in the Work Environment that Inhibit Transfer of Training

9. Sample Content of Self-Management Module (1 of 2) • Discuss lapses • Note evidence of inadequacy • Provide direction for improvement • Identify skills targeted for transfer • Identify when lapses are likely • Situations • Actions to deal with lapses • Identify personal or environment factors contributing to lapse • Low self-efficacy • Time pressure • Lack of manager or peer support

10. Sample Content of Self-Management Module (2 of 2) • Discuss coping skills and strategies • Time management • Setting priorities • Self-monitoring • Self-rewards • Creating a personal support network • Discuss resources to ensure transfer of skills • Manager • Trainer • Other trainees

11. Manager Support Climate for Transfer Technological Support Opportunity to Use Learned Capabilities Peer Support Work Environment Characteristics Influencing Transfer of Training

12. Characteristics of a Positive Climate for Transfer of Training:(1 of 2) • Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training • Task cues: • characteristics of a trainee’s job prompt or remind him to use new skills and behaviors acquired in training • Feedback consequences: • supervisors support the application of new skills and behaviors acquired in training

13. Characteristics of a Positive Climate for Transfer of Training:(2 of 2) • Lack of punishment: • trainees are not openly discouraged from using new skills and behaviors acquired in training • Extrinsic reinforcement consequences: • trainees receive extrinsic rewards for using new skills and behaviors acquired in training • Intrinsic reinforcement consequences: • trainees receive intrinsic rewards for using new skills and behaviors acquired in training

14. HIGH SUPPORT Description Level Participate as Trainer Allow Trainees Opportunity to Practice Discuss Progress with Trainees; Ask How to Support Trainees’ Use of New Capabilities Attend Session Accommodate Attendance at Training Through Rearranging Work Schedule; Endorse Employees’ Attending Training Permit Employees to Attend Training; Acknowledge Importance of Training Teaching in Program Practice Skills Reinforcement Participation Encouragement Acceptance LOW SUPPORT Levels of Management Support for Training

15. Organizational Elements That Encourage Transfer: Knowledge and Knowledge Management The Learning Organization

16. The Learning Organization • Acompany that has an enhanced capacity to learn, adapt, and change • Training processes are carefully scrutinized and aligned with company goals • Training is seen as one part of a system designed to create intellectual capital

17. Key Features of a Learning Organization (1 of 2)

18. Key Features of a Learning Organization (2 of 2)

19. Knowledge and Knowledge Management(1 of 3) • Knowledge refers to: • what individuals or teams of employees know or know how to do (human and social knowledge) • a company’s rules, processes, tools, and routines (structured knowledge) • Knowledge is either: • tacitknowledge, or • explicitknowledge

20. Knowledge and Knowledge Management(2 of 3) • Knowledge management – the process of enhancing company performance by: • designing and implementing tools, processes, systems, structures, and cultures • to improve the creation, sharing, and use of knowledge

21. Knowledge and Knowledge Management(3 of 3) • Knowledge management can help companies: • get products to market quicker • better serve customers • develop innovative products and services • attract new employees and retain current ones by giving people the opportunity to learn and develop

22. Ways to Create and Share Knowledge(1 of 4) • Use technology and software that allows people to store information and share it with others • Publish directories that list: • what employees do • how they can be contacted • the type of knowledge they have

23. Ways to Create and Share Knowledge(2 of 4) • Develop informational maps that identify where specific knowledge is stored in the company • Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company

24. Ways to Create and Share Knowledge(3 of 4) • Require employees to give presentations to other employees about what they have learned from training programs they have attended • Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology

25. Ways to Create and Share Knowledge(4 of 4) • Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars • Design office space to facilitate interaction between employees