transfer of training

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Welingkar’s Distance Learning Division Effective HR CHAPTER-8 Transfer of Training We Learn – A Continuous Learning Fo

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This chapter of Effective HR talks about Transfer of Training. The main core of the presentation is to understand what transfer of training/learning is and to have the knowledge about the factors enhancing learning. The presentation has been prepared by Welingkar’s Distance Learning Division. For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR Join us on Facebook: http://www.facebook.com/welearnindia Follow us on Twitter: https://twitter.com/WeLearnIndia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP

TRANSCRIPT

Page 1: Transfer of Training

Welingkar’s Distance Learning Division

Effective HR

CHAPTER-8

Transfer of Training

We Learn – A Continuous Learning Forum

Page 2: Transfer of Training

Objectives

• Alter completing this chapter, you should be able to:– Understand what is transfer of training/learning– Have knowledge about the factors enhancing

learning.

Page 3: Transfer of Training

Nature of transfer of training/ learning

• Transfer of Training refers to Transfer through Focus on Trainee and Organization Intervention.

• Training is successful not only with good training design and training objectives hut also with the readiness and willingness of the trainees.

• Retention of learning is a prerequisite to transfer of training.

• Retention of learning is as important as the learning itself. Retention of learning means the ability to recall the learnt abilities as and when required at a later date.

Page 4: Transfer of Training

Nature of transfer of training/ learning

• Meaningfulness of the material means the material used for training/ practice should be same as those to be used for performance in the workplace.

• The quality of original learning also plays a role in retention of learning.

• The more accurately a lesson/task is learnt; the more possibility of it being not forgotten.

• The third factor of learning retention is the interference means confusion of the learning either with the past learning or with those learnt subsequently.

Page 5: Transfer of Training

Nature of transfer of training/ learning

• Transfer or learning means realizing the learned abilities of training in the form of performance at work or the ability of the trainees to successfully use the learned capabilities for task performance on the job.

• If the learning that has occurred in the training program cannot be transferred successfully to workplace performance, then it is a mere waste of time and money for training.

Page 6: Transfer of Training

Nature of transfer of training/ learning

• Transfer can be:– Positive transfer:

• job performance improves on account of transfer,

– Zero transfer: • no change in the

performance on account of training, or

– Negative transfer: • performance goes down

after the training.

• Training can also be classified as– Near transfer:

• what has been learned is capable of being directly applied on the job

– Far transfer: • using the learning in new

situations or in creative ways.

Page 7: Transfer of Training

Nature of transfer of training/ learning

• There are certain factors that promote transfer of learning to work place performance.

• They are the principles of– Identical elements,– General principles,– Stimulus variability and– Support in work environment.

Page 8: Transfer of Training

Factors enhancing learning

There are certain factors which

encourage or hinder

the learning. Such factors

are:

• Trainee characteristics

• Trainer capabilities

• Training design

• Training environment

• Organization’s role in training and development

Page 9: Transfer of Training

Trainee characteristics

• Trainee characteristics are trainability (i.e. ability, motivation and perception of work environment), attitude and self concept of the trainees.

• Trainability means the trainee’s preparedness for the learning to happen.

• The previous education and experience contributes to the preparedness.

Page 10: Transfer of Training

Trainee characteristics

• The more capable a person is in his preparedness for learning, the more successful the learning outcome is going to be.

• Some of the trainee characteristics are enlisted below:– Motivation – perception of the work environment – attitude of the trainee– The self concept of the trainee– Knowledge, skills and attitude– Expectations

Page 11: Transfer of Training

Trainee characteristics

• The trainee is a major stakeholder in a training program.

• The whole training program is developed for the trainees only.

• Each candidate plays an important role in the transfer of training because one participant’s attitude regarding the training influence the other participants and also each participant can assist by advancing the learning process to realize the training objectives.

Page 12: Transfer of Training

Trainee characteristics

• Some personal factors that affect the trainee’s learning are:– Family Situation– Benefits expected from

training– Learning style of trainee– Previous training

experience

• Some environmental factors that affect the trainee’s learning are:– Relationship with

colleagues and subordinates

– Training team & Trainer team

– Training objective– Environment in the

program

Page 13: Transfer of Training

Trainer capabilities

• The trainer or facilitator is an important person in the training process.

• The knowledge, skill, trait, self concept and motive that he/she bring with him/her to the learning environment can make or break the success of learning.

• Even in a self study learning approach, the trainer/facilitator plays a role in the way he has developed the learning material.

Page 14: Transfer of Training

Trainer capabilities

• The effective transfer of training depends a lot on the trainer because it is the trainer only who can remove the mental block of trainee, motivate the trainee to learn, delete the

negative perception of the trainee regarding the training.

• Besides all that, a lot depends on personality of trainer also.

Page 15: Transfer of Training

Training design

• The features of the training design (content, methodology and delivery) play an important role in maximizing the learning.

• The program should have been designed scientifically by keeping in mind the learning objective, the trainee characteristics and the contextual constraints so as to ensure the targeted learning.

Page 16: Transfer of Training

Training environment

• The training environment includes both physical environment and psychological environment.

• The training center should be equipped with learning amenities like training aids, library and well-designed classrooms.

• The center should be surrounded by a pleasant neighborhood and should be free from pollution of noise, dust, smell and other irritants.

• Psychological environment is the atmosphere, of the organization, in which training is being conducted.

Page 17: Transfer of Training

Organization’s role in training and development

• An organization has a very close relationship with the trainee and the trainer because it is the first contact for both.

• Demand for Training increases when there is change in the nature of job, change in taste of consumer, change in methods of product development, etc.

Page 18: Transfer of Training

Organization’s role in training and development

• The demand for the training in the organization increases when the organization wants:– To hire new people — training as a means of training

new recruits– To Expand When the company wants to increase its

headcount– To increase certain number of staff (in position) by a

certain date– To enhance the performance of employees– Organization’s name to be a part of training unit

Page 19: Transfer of Training

Organization’s role in training and development

• The organization goes through the following steps for the transfer of training to the field.

Page 20: Transfer of Training

Organization’s role in training and development

• Facilitation of Training through Organization intervention– Failure of training is not always because of’ lack of’

Knowledge, Skill and Attitudes but sometimes it is because of the organizational forces also.

– These forces also hold back the transfer of training, and learning.

– Therefore, it is important to keep in check those forces. – For the successful transfer of raining, it is necessary to

have supervisor support, trainer support, peer support, reward system, climate and culture.

Page 21: Transfer of Training

Organization’s role in training and development

Facilitations

of Traini

ng throu

gh Organizatio

n interventio

n

Peer support

Superior support

Trainer supportCulture

ClimateReward system