Systematic Transfer of Learning during Training

The primary objective of training is the evolution
of existing ways and patterns of work. Mainly aiming at individual development, through a transfer of learning from the trainer to the trainee, training plays a vital role in the development of an organisation. The question now is whether there’s a way to maximise this learning, keeping time, learning ability and motivation constraints in mind. For both the workplace and the training session specific practices have been designed, and the implementation of these will ensure a systematic transfer of learning and also enable its reinforcement. Some of these practices are mentioned below:

  1. Training should be in accordance with the Workplace: Since most training programs are relatively idealist in nature, the trainees tend to leave the session having had a positive impact, but find it somewhat challenging to implement the learnings. They feel a huge disconnect when they make an effort to apply the same in their workplace. To receive value from a training program, the context of the training and the context of the job and work environment should be the same.
  2. Labelling: An easy way to reinforce the vital aspects of the training program is to name them aptly. In this way, they will have a reasonable recall rate even after the training is over.
  3. Creating a Learning-Oriented Environment at Work: Managers should create an environment that reinforces the learnings on a regular basis and also encourages the trainees to apply the new skills in their day-to-day work activities. This could also involve giving employees the freedom to be more innovative, risk-taking and entrepreneurial.
  4. Continual Process of Learning: It is the responsibility of the management to ensure that learning is an on-going process and not a one-time event. Therefore, continuous follow-ups after training are required, either from external consulting agencies or through in-house experts. On certain occasions, retraining may be necessary as well, for development and continual skill up-gradation.
  5. Practice: The best way to inculcate the use of new skills and to compel employees to change their old ways is to remove the existing obsolete tools of work so that people are forced to practice newer ways.
  6. Opportunity: A study found that in many organisations the management and other work procedures acted as a hindrance to the implementation of the new learning concepts. This holds true for a lot of midsized corporations which have a centralised functioning system and hence require approval for even small changes.
  7. Train – Practice – Train: This involves helping the employees to learn new skills and then to encourage them to practice these in between various training sessions. This makes it easier for them to implement everything that they have learnt.

Organizations stand a strong chance of making training successful and ensuring a powerful transfer of learning if the above-mentioned steps are implemented both within the confines of the organisation as well as inside the training room.