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Lecture

The document outlines the concept of transfer of training, emphasizing its importance in applying learned skills to job performance, and presents objectives, principles, and strategies for effective training transfer. It also details the Training Needs Analysis (TNA) process to identify skill gaps and the steps involved in designing training programs that align with organizational needs. Additionally, it discusses the evaluation of training effectiveness using Kirkpatrick’s Four Levels of Evaluation and introduces a systematic model for management training.

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3 views

Lecture

The document outlines the concept of transfer of training, emphasizing its importance in applying learned skills to job performance, and presents objectives, principles, and strategies for effective training transfer. It also details the Training Needs Analysis (TNA) process to identify skill gaps and the steps involved in designing training programs that align with organizational needs. Additionally, it discusses the evaluation of training effectiveness using Kirkpatrick’s Four Levels of Evaluation and introduces a systematic model for management training.

Uploaded by

modon Habla
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TRANSFER OF TRAINING

Definition

Transfer of training enables employees to apply the knowledge, skills, and abilities learned
during training to their actual job performance. According to Holding (1991), "Transfer of
training occurs whenever the effects of prior learning influence the performance of a later
activity." Baldwin and Ford (1980) define it as the extent to which trainees successfully apply in
their work settings the skills gained in training.

Objectives of Transfer of Training

1. Clearly define the exact knowledge and skills required for employees.
2. Establish training objectives to ensure successful learning outcomes.
3. Foster individual and collective understanding of training material.
4. Assess the practical application of training in workplace scenarios.
5. Develop strategic models for measurable and sustainable knowledge transfer.

Principles to Be Followed for Transfer of Training

1. Identify Similarities: Training environments should replicate job contexts as closely as


possible.
2. Maximize Similarity: Ensure training scenarios are relevant to actual tasks.
3. Provide Adequate Experience: Allow hands-on practice to strengthen retention.
4. Enhance General Capabilities: Equip employees with skills applicable across various
situations.
5. Skill Analysis: Identify critical job-related skills and integrate them into training.

Proposed Model of Transfer of Training for Bangladesh

The model is structured into the following components:

 Trainee Characteristics: Emphasize motivation and ability to learn.


 Training Design: Create a conducive learning environment, apply transfer theories, and
promote self-management strategies.
 Work Environment: Foster a transfer-friendly climate with management and peer
support, opportunities to perform, and technological aid.
 Retention and Generalization: Ensure knowledge retention and skill application in
varied contexts.
 Maintenance: Monitor the consistent use of learned skills on the job.

Transfer of Training Strategies

1. Before Training: Ensure training goals are clear and relevant to the trainees' real-world
job tasks.
2. During Training: Facilitate practical exercises, promote interpersonal interactions, and
create a realistic learning experience.
3. After Training: Provide ongoing feedback, rewards, and opportunities to apply learned
skills in real situations.

Tips for Successful Transfer of Training

1. Establish training objectives tied to measurable outcomes.


2. Ensure training content directly relates to job requirements.
3. Offer rewards and recognition for successful application.
4. Provide ongoing reinforcement through feedback and mentorship.
5. Facilitate reflective practices to connect learning with workplace needs.

TRAINING NEED ANALYSIS (TNA)

Definition

Training Needs Analysis (TNA) is the process of identifying gaps between the skills employees
currently possess and those they need to meet organizational objectives. It ensures that training
efforts are targeted and cost-effective.

Steps of TNA

1. Perform a Gap Analysis: Compare the actual performance of employees with the
expected standards.
2. Identify Priorities: Pinpoint key areas that need improvement based on organizational
goals.
3. Analyze Performance Issues: Investigate the root causes of performance gaps.
4. Suggest Solutions: Recommend interventions, such as skill-specific training or process
adjustments.

Training and Development Cycle

The training and development cycle consists of the following steps:

1. Analyze organizational needs and conduct TNA.


2. Develop training content to address identified gaps.
3. Deliver targeted training using appropriate methods.
4. Evaluate the effectiveness of training programs based on outcomes.
DESIGNING TRAINING PROGRAMS

Definition

Designing training programs involves creating a structured framework that aligns training
objectives with organizational needs. This includes planning, content development, method
selection, and evaluation.

Principles of Designing Training Programs

1. Training must be learner-focused, addressing identified needs.


2. Objectives should be specific, measurable, and goal-oriented.
3. Content should align with organizational strategies and job requirements.
4. Programs must be time-bound and adaptable to various learning styles.

Theories of Training Design

 Elaboration Theory: This theory emphasizes building knowledge incrementally by


presenting simpler concepts before advancing to complex ones.
 Gagne’s Nine Events of Instruction:
1. Gain learners' attention.
2. Inform learners of objectives.
3. Stimulate recall of prior knowledge.
4. Present content.
5. Provide learning guidance.
6. Elicit performance through practice.
7. Offer feedback.
8. Assess performance.
9. Enhance retention and transfer.

Instructional Design Framework

1. Define instructional goals and learning objectives.


2. Analyze tasks and identify skills to be developed.
3. Select training methods and delivery formats.
4. Develop training materials and activities.
5. Evaluate learning outcomes and refine programs as needed.

EVALUATION OF TRAINING

Definition

Evaluation of training assesses the effectiveness of programs by measuring outcomes against


predefined objectives. It identifies areas for improvement to enhance overall impact.
Objectives of Evaluation

1. Determine if the training achieved its desired outcomes.


2. Improve the quality of training programs.
3. Measure the impact on employee performance and organizational goals.
4. Provide feedback for trainees and trainers to enhance future programs.

Kirkpatrick’s Four Levels of Evaluation

1. Reaction: Assess how trainees felt about the training program.


2. Learning: Measure knowledge or skill acquisition through tests or demonstrations.
3. Behavior: Evaluate whether trainees apply the skills in their workplace.
4. Results: Determine the broader impact of training on organizational performance.

Evaluation Process

1. Conduct a needs analysis to align training with goals.


2. Develop measurable learning outcomes and evaluation criteria.
3. Execute evaluations using surveys, interviews, or observations.
4. Analyze data and recommend improvements for future programs.

MODELS OF TRAINING AND DEVELOPMENT

Generalized Quantitative Management Training Model

This model divides training into six stages to ensure a systematic and effective approach to
management training:

1. Management Training Plans: Establish specific plans to guide training efforts.


2. Management Training Policies: Define policies governing the training process.
3. Assessment of Needs: Identify skill gaps through detailed analysis.
4. Designing Training Programs: Develop structured programs tailored to meet needs.
5. Implementation: Deliver training through appropriate methods (e.g., workshops).
6. Evaluation: Assess outcomes and refine programs based on feedback.

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