Chapter 5 Homework Assignment

Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period. Rick Sullivan says:
Before Learning
Manager
Understand the performance need
Participate in any additional assessments required for training
Influence selection of learners
Communicate with trainers about the learning intervention
Help learners create a preliminary action plan
Support and encourage learners
Trainer
Validate and supplement the results of the performance needs assessment
Use instructional design and learning principles to develop or adapt the course
Send the course syllabus, objectives and pre-course learning activities in advance
Trainee
Participate in needs assessments and planning
Review course objectives and expectations and prepare preliminary action plans
Begin establishing a support network
Complete pre-course learning activities

During Learning
Manager
Participate in or observe training
Protect learners from interruptions
Plan post-training debriefing
Provide supplies and space and schedule opportunities for learners to practice
Trainer
Provide work-related exercises and appropriate job aids
Give immediate and clear feedback
Help learners develop realistic action plans
Conduct training evaluations
Trainee
Participate actively in the course
Develop realistic action plans for transferring learning

After Learning
Manager
Monitor progress of action plans with learners and revise as needed
Conduct post-training debriefing with learners and co-workers
Be a coach and role model--provide encouragement and feedback
Evaluate learners' performance
Stay in contact with trainers
Trainer
Conduct follow-up activities in a timely manner
Help strengthen supervisors' skills
Facilitate review of action plans with supervisors and learners
Share observations with supervisors and learners
Maintain communication with supervisors and learners
Trainee
Meet with supervisor to review action plan
Apply new skills and implement action plan
Use job aids
Network with other learners and trainers for support
Monitor your own performance

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What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed? J. B. Tracey, S. I. Tannenbaum, and M. J. Kavanagh says, "Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training...Tack Cues, Feedback Consequences, Lack of Punishment, Extrinsic Reinforcement Consequences, and Intrinsic Reinforcement Consequences are a list of actions that may help create a positive climate for transfer of training."

Discuss how trainees can support each other so that transfer of training occurs. Raymond Noe says, "A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This could involve face-to-face meetings or communication via e-mail. Trainees could share successful experiences in using training content on the job. They can also discuss how they obtained resources needed to use training content or how they coped with a work environment that interfered with use of training content."

What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used. Raymond Noe says, "Electronic performance support systems (EPSS) are computer applications that can provide, as requested, skills training, information access, and expert advice."

What is knowledge? Why is knowledge important? How can companies manage knowledge? Raymond Noe says, "Knowledge refers to what individuals or teams of employees know or know how to do as well as a company's rules, processes, tools, and routines. Knowledge is important, because the more knowledge one has the more controlling they can be. Knowledge is kind of like power. Raymond Noe says, "There are several ways to create and share knowledge: 1) Use technology and software such as Lotus Notes and e-mail, or create a company intranet that allows people to store information and share it with others. 2) Publish directories that list what employees do, how they can be contacted, and the type of knowledge they have. 3) Develop informational maps that identify where specific knowledge is stored in the company. 4) Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company. 5) Require employees to give presentations to other employees about what they have learned from training programs they have attended. 6) Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology. 7) Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars. 8) Design office space to facilitate interaction between employees."