![]() Thalheimer identifies that “the closer in time learning is delivered to the situations when it is needed, the less forgetting will be a factor. He also points out that spacing reinforcement (aka spaced repetition or interval reinforcement) on the job after training enhances how much people will remember and apply to their work. “Spacing Learning Events Over Time: What the Research Says,” retrieved July 29, 2013, from In his 2006 work, “Spacing Learning Events Over Time: What the Research Says,” Will Thalheimer identifies that although learning and memory is strong during a training event, knowledge is rapidly forgotten afterwards. So what tools are available to T&D professionals to maximize value from the learning event? Recent advances in brain science have proven that if the learning can be continued consistently and is ongoing after the initial training, the employee will retain significantly more of the information to apply effectively to the job when it’s needed. That leaves many organizations creating job aids and hoping for the best.īrain Science and Technology Have Some Answers And putting employees back into a training room for more training is expensive. In today’s competitive world, businesses want employees back on the job after training, not participating in team practice and evaluation sessions with supervisors and peers. With training still seen as an isolated event, supervisors and even learners are slow to accept responsibility for creating an ideal environment for learning transfer. Of the three stages, the biggest challenge for most organizations is what happens after the training. The problem isn’t the training it’s what comes afterward. Provide refresher and summary material to enhance recall of the learning.Engage managers and peers in coaching, evaluation, and feedback.Create an environment that allows time to practice new skills.Provide job aids and performance support systems.Use methods that will make the learning more memorable.Provide practice time with immediate feedback.Make the training relevant for learners, and employ tactics to engage them.Design the training to support learning transfer, including practice activities, role modeling, discussions, content reviews, etc.Identify business outcomes and learning goals for the learning event.The methodologies may vary, but they all address three key stages of learning: Training professionals have done a lot of great work in recent years to define training design, delivery, and post-training reinforcement to enhance the transfer of learning. ![]() While the training might be top-notch and feedback great in the classroom, if people can’t apply what they learn on the job, then the training has failed. But they’re caught in a predicament: In many organizations, they have little or no control over the learning process once the employee leaves the classroom (or finishes the e-course), and it’s impossible to measure the outcomes. Training & Development professionals increasingly are on the hook to prove the value of training. Learning transfer can be defined as the ability of a learner to successfully apply the behavior, knowledge, and skills acquired in a learning event to the job, with a resulting improvement in job performance.
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