The term ‘transfer of training’ is often described as the process by which the required knowledge, skills, and attitudes are measurably transferred from a learning environment to actual beneficial changes in the field, on an everyday basis. Ideally, such training is directly linked to the overall goals and strategies of the organization. There are certain tips that will help make sure that workshop training programs are actually transferred into the workplace:
· The right material should be the point of focus in a classroom environment
This is a very important point indeed when it comes to transfer of training from a learning environment to its on-field implementation. The content of the training modules should be structured in such a manner that the employees being trained could gather tangible benefit from it. In other words it should not be training for the purpose of training per se. But rather, should offer clear relevance and value to the trainee to succeed on-the-job. If employees are being trained or asked to acquire skills that they already possess or are not relevant to their current or future job performance, then the training is most likely a waste of time.
· Clear and lucid identification of training goals
Before the training session it is imperative that the business and learning goals be clearly identified and agreed to by the target audience, their bosses and company leadership. Moreover, such goals need to be clear and concise and have to have specific time lines so that their implementation may be monitored and adjusted on-the-job. This way, the trainees would be able to understand just what it is that is required from them once the training workshop has ended.
· Usage of real world examples, scenarios and case studies
When training any organization’s employees, it is important to focus on the critical few real life case studies and scenarios that matter most to the participants, their bosses and the organization as a whole. These scenarios should be related to the biggest challenges the target audience faces in being successful so that they remain relevant to the work at hand. These examples may then be enacted with multiple teams acting out actual, real world scenarios so that they would be drilled enough to know just what action to take in the workplace.
· The trainees should be able to clearly identify important takeaways
Once the training session has been successfully completed, a discussion should be held between the trainees and their trainer to identify the key lessons learned and how precisely they will put it to good use in the field. These takeaways form the basis for the performance coaching and individual development plans needed to transfer training to the job.
To learn more about the transfer of training, please download Connecting the Disconnects to better Transfer Training