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As was highlighted in Jennifer Walkey’s blog from May 3, 2010, training should be a strategic investment into one’s business and employees as it has a direct effect on the bottom line and productivity of a business. Often, once training is identified as the solution, the event is forgotten about. An employee (or employees) go through the training, come back to work and nothing changes or improves. What happens? Well, the answer is simple: transfer of training (or transfer of learning) has not taken place. It is one thing to learn something, but quite another to actually apply what was learned. A manager may end up blaming the employee for not using what they have learned, but it may not be entirely the fault of the employee.
Once training has been identified as the right solution to address a need within the organization, the training needs to be embraced by not only the participants, but by their management and their leadership. For true change to happen, learning needs to move from the classroom environment to the work environment. Here are some ways to improve transfer of training:
Training should not be thought of as the “silver bullet” solution. Any training event, large or small, needs to be integrated with a well thought out change or improvement program. Using the above ideas can help to ensure return on your training investment.
For more information on how MNP can help your organization achieve the changes you want through training, please contact your local MNP Consultant.
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