What can be done long before the trainee attends training to ensure that the trainee will be motivated to learn? How would you present training material in a manner that facilitates retention? To help ensure transfer of training, what would you do outside the training itself? Who would you involve and how? What would you do about the organizational structure/environment?
TO BE RE-WRITTEN FROM THE SCRATCH
Training of an organization’s workersat all levels, from those joining an organization to the managers, is very important. Among other things, training enhances efficiency, improved ROI and job satisfaction in an organization.
Motivating trainee before training
Before training, determine the needs of the trainees. Communicate with them and their supervisors to know their duties and responsibilities, level of previous training and their expectations.
The trainee should be sold on the mission, vision and objectives of the organization so as to appreciate their personal and collective contribution. They should appreciate the importance of further trainingfor personal and organizational growth.
The training session needs to closely relate to previous knowledge and experiences. It should be a feedback mechanism, with objectives and measurable outcomes, for improvement of the trainee and the organization.
Presenting training material for retention
Training material should be presented in a logically sequential manner from the known to the unknown.Distributing handouts(e.g. training manuals and bibliographies) encourage trainees to refer to them during training sessions and later at their work environments.
Usingmultimedia that stimulatesthe various senses i.e. hear, see, touch, smell and taste. The more senses the trainee engages during the training session, the better the retention. Integration of the multimedia simplifies concepts to understandable chunks.
Engage trainees in creating and presenting the training material. The material willhence reflect real-life situations; applicability that enhances retention rate.
Present evaluation material to trainees immediately after training. The trainees reflect on what they have learnt from the training and will easily remember it in the future.
Transfer of training
Understanding organization’s vision, structure and culture are crucial for transfer of training. This involves employees from all levels of organization’s structureso as to tailor the training to the organization’s requirements.
Involve trainees, trainers, supervisors and employees in observing behavior change among trainees and the organization’s culture. This includes monitoring performance of individuals and the organization in areas related to the training.
Involve supervisor in ensuring the employees apply what is learnt. By availing the trainees opportunities, they become a benchmark for organization’s expectations.
Share an application plan with supervisors and managers, encouraging tolerance for alearning curve that will lead to finesse in the entire organization’s structure.
Reward trainees and other employees who excel as a result of the training through promotion, awards, encouragement, etc. This will encourage a best-standard practice.
Encourage follow-up training sessions for trainee and other employees. The trainees can also train other employees in the organization, sharing thehandouts.
Trainees can be encouraged to form communities, whether physical or online. These communities offer support and encouragement.
References
Broad, M. L. (2005). Beyond Transfer of Training: Engaging Systems to Improve Performance. New Jersey: Wiley.
Carnes, B. (2010).Making Learning Stick: 20 Easy and Effective Techniques that Transfer Training. Alexandria: American Society for Training & Development.
Chan, J. F. (2009). Training Fundamentals: Pfeiffer Essential Guides to Training Basics. New Jersey: Wiley.
Meier, D. (2000). The Accelerated Learning Handbook: A Creative Guide to Designing and Delivering Faster, More Effective Training Programs. New York: McGraw-Hill.
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