Transferring Job Training and Learning
In the past most learning experiences came from classroom presentations. Studies reveal that people actively engaged in the learning process, however, are more apt to master new skills. In particular, adults learn more effectively by doing or experiencing rather than merely listening.
Researcher John Newstrom notes in his book Transfer of Training that 40% of skills learned in training are transferred immediately, 25% remain after six months but only 15% remain a year later. Roughly 20% of critical skills required to do a job are provided by training programs; 80% are learned on the job or through effective sharing of experiences. Effective on-the-job training is, therefore, highly important.
Authentic learning means to do things in a new way or learn a new skill. The kind of training and coaching people receive makes a big difference in how much they will retain. People will learn faster and better when they:
Understand the need for the training and believe that what they will learn will help them perform their job more effectively.
The training must to be in an area that is applicable for the position. Provide offerings for the appropriate position and skills needed for that position. A annual review of job duties and skills needed to perform those duties would be appropriate while developing each employee’s training plan. A high-value opportunity exists when there is a large performance gap among employees in the same job or task, or when something new must be learned by all employees, and when training can mean significantly increased effectiveness or productivity for the organization.
Are in a supportive environment and are free from threat of failure.
The atmosphere in which learning takes place is vitally important. People need to feel good about themselves and able to learn what is expected of them. Providing appropriate feedback on performance and praising when things go well communicate support and approval. Providing a support system is essential for trained employees to maintain their new knowledge and skills over time.
Are provided the information they are to learn in several different ways.
Each person’s learning style is unique. Providing several different formats or venues of the training will facilitate and enhance the learning experience thus improving retention of the information learned.
Are afforded the opportunity to learn by doing the task or practicing what they have learned.
Let’s not forget we all get better with practice. It is virtually impossible to achieve long-term quality training or effectiveness with insufficient practice. Provide focus time to put into practice the skill you are asking an employee to achieve.
Transfer of training succeeds if trainees can demonstrate they have mastered the new skill or task. They should be able to apply the skills in the workplace, and their performance must improve in a way that benefits the organization.
