Transfer of training - Barriers

After a training … 

through the training programme knowledge or skill or attitude  are not fully applied in productivity.

Reasons:

 

Lack of involvement on behalf of line managers and the lack of reinforcement on the job.

Action taken:

Line manager and trainees would certainly need to take a more active role. 

      

Trainers have to expand to encompass the management of training .

    

Performance improvement through training should be the result of consultation involving the line manager, the trainee and the trainer rather than being solely responsibility of one the parties.

 Transfer process:

The manager allows the trainee to brief others about the training programme. Moving from trainee to trainer can often deepen an individual's understanding of what has been learnt.

The trainee develops a mentoring relationship to help to critically evaluate the application of knowledge and skills acquired during training.

The trainer visits trainees and act as facilitators in their efforts to apply their new knowledge and skills.