登录查看更多内容

How do you transfer learning from training to work?

由人工智能和领英社区提供技术支持

How do you transfer learning from training to work? This is a common challenge for staff development professionals, who want to ensure that their training programs have a positive impact on performance and results. In this article, we will explore some strategies and tips to help you bridge the gap between training and work, and support your learners in applying their new skills and knowledge.

此文章中的业界达人

由社区从 5 条内容中精选。了解更多

1 Assess the needs

Before designing or delivering any training program, you need to assess the needs of your learners, their managers, and the organization. What are the goals and objectives of the training? What are the current gaps and challenges that the training aims to address? How will the training align with the work context and culture? How will the training outcomes be measured and evaluated? By answering these questions, you can ensure that your training is relevant, realistic, and results-oriented.

添加您的观点

Angela Hammond

Lead Teaching Professor- ABSN Program/ Faculty Advisory Board Member / Equity Advisor /Certified Advanced Leader/ Certified Diversity Executive (CDE)?
举报内容
The training needs assessment must include input from your learners, leadership, and others within the organization. Input should be encouraged and not mandatory.

已翻译

赞

2 Involve the managers

One of the key factors that influence the transfer of learning from training to work is the support and involvement of the managers. They play a crucial role in setting expectations, providing feedback, coaching, and reinforcing the learning. Therefore, you need to communicate with them before, during, and after the training. Before the training, you can ask them to identify the learning objectives, discuss the benefits of the training, and encourage their staff to participate. During the training, you can invite them to observe, join, or co-facilitate some sessions. After the training, you can ask them to follow up with their staff, review the action plans, and monitor the progress.

添加您的观点

Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
举报内容
Having managers involved in training is so incredibly beneficial. It shows the employees that this content really matters. It allows managers to see exactly what's covered so they can provide feedback and reinforce with their teams after training. And, it shows a united front when it comes to learning about the business. I highly recommend getting managers involved as much as is possible.

已翻译

赞

3 Use active learning

Another way to enhance the transfer of learning from training to work is to use active learning methods that engage the learners and stimulate their thinking. Active learning involves activities that require the learners to interact, reflect, apply, and create. For example, you can use case studies, simulations, role plays, games, quizzes, projects, or peer feedback. These activities can help the learners to connect the training content to their work situations, practice their skills, and receive immediate feedback.

添加您的观点

Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
举报内容
If you want people to learn a skill, there is no other way to do it than active learning. Typically, you want exercises that will engage critical thinking skills and you need examples of what good looks like to refer back to when thinking of your own performance. Any experiential learning should be directly tied to the job they'll be doing, and should allow them to practice the work realistically. It shouldn't be a huge jump from training to real-world application. This means sometimes you'll have to mirror the real-world in training with things like a sense of urgency, unexpected responses, and frustrated people or tools that don't always work.

已翻译

赞

4 Create action plans

A useful tool to help the learners transfer their learning from training to work is to create action plans. Action plans are documents that outline the specific steps, resources, timelines, and indicators that the learners will use to implement their learning. Action plans can help the learners to clarify their goals, identify their challenges, and commit to their actions. You can ask the learners to create their action plans at the end of the training, or as a follow-up assignment. You can also provide them with templates, examples, or guidance on how to create effective action plans.

添加您的观点

5 Provide support

Finally, you need to provide ongoing support to the learners after the training, to help them sustain and improve their learning. Support can come in various forms, such as coaching, mentoring, online forums, newsletters, webinars, podcasts, or refresher courses. The purpose of support is to reinforce the learning, address the issues, share the best practices, and celebrate the achievements. You can also use support as an opportunity to collect feedback, evaluate the impact, and identify the areas for improvement.

添加您的观点

Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
举报内容
For things that are more "soft skills" related, learning communities can be so beneficial. People learn from each other, share their wins and their lessons learned, and support each other through tough work. Find ways to get people connected (in person or through technology, like discussion boards) with others who are going down the same learning path and encourage them to collaborate and learn from each other. That will last long after they've left the classroom.

已翻译

赞

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Brian Barry - Executive Director

Executive Director - Ventura County Medical Association. 2x Global Trainer of the Year, Executive and Board Performance Optimization
举报内容
Leaders leave nothing to chance. The only way I sleep well at night knowing an employee is trained well, is to have the employee teach the training material back to me, and, to their peers. Docendo discimus - "We learn by teaching" This eliminates the, "I thought we were to...", "I thought you meant..." It verifies the employees knows the role, task, assignment, training, backwards/forwards/upside down in a tea cup. The employee builds confidence to deliver, the team gains respect, and the manager prevents missteps, and success stories begin.

已翻译

赞

Staff Development

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How do you transfer learning from training to work?

1

2

3

4

5

6

1 Assess the needs

2 Involve the managers

3 Use active learning

4 Create action plans

5 Provide support

6 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

更多Staff Development相关文章

更多相关阅读内容

How do you transfer learning from training to work?

1

2

3

4

5

6

1 Assess the needs

2 Involve the managers

3 Use active learning

4 Create action plans

5 Provide support

6 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

查看其他技能