Essays on Reasons Why Carloss Training Program Did not Transfer Assignment

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The paper "Reasons Why Carlos’ s Training Program Did not Transfer" is a perfect example of a management assignment.   Transfer of training is the process through which trainees apply skills and knowledge that they have learnt from a training program in a job setting and maintain this knowledge and skills over time. The degree to which skills and knowledge acquired in a training program transferred can either be zero, negative or positive. Positive transfer is where the trainees are able to effectively apply the acquired knowledge and skills in a working setup while the negative transfer is where the training program has a negative effect on the performance of the trainee.

The training program that Carlos gave had zero transfer to the school board which means that the trainees who were the members of the school board did not use the new skills and knowledge that they had acquired in the training program. There are several reasons that may have lead to the problem in the transfer of training of Carlo’ s program (Saks & Haccoun, 2010). To begin with, there is a lack of management support for the training program.

When Carlos had a conversation with two of the participants, they said that the supervisors were not ready to change from their old style of downward communication. The supervisors were still ordering them around without wanting to get feedback or from the employees. Support from the supervisors has been found to be one of the most crucial factors that facilitate the transfer of training together with a social support system. Another reason that could have led to the transfer problem is the lack of a learning culture of the school community which did not support the training program.

A learning culture refers to a culture where organization members believe that acquiring skills is part of their responsibility and that learning is a crucial part of their work life. When Carlos asked the participants about the training program, they told him that despite them having enjoyed the training, it was impossible to transfer the skills and knowledge that they had learned as “ nothing ever changes around here. " Research conducted indicates that transfer of training is possible if an organization has a learning culture.

Another factor that is closely related to lack of supervisor support is that the school has not provided an opportunity for the trainees with an opportunity to use the learnt skills. The participants indicated that although they enjoyed the training sessions, "training is training and work is work. " Meaning that the management did not give the participants an opportunity to put into practice what they had learned. Still from the feedback given by the participants to Carlos, another barrier that led to the problem in transfer of training has been brought about by the fact that the members of the school community are not ready to change the old habits.

Transfer of training is required that the participants of the training program change their old way of doing things and apply the new skills and knowledge that they have acquired in the workplace. It is also possible that the workers did not find the skills in the training session to be applicable in the workplace as indicated by the participants who despite having enjoyed the training session that training is training and work is work (Saks & Haccoun, 2010).

References

Kraiger, K., McLinden, D., & Casper, W. J. (2004). Collaborative planning for training impact. Human ResourceManagement, 43, 337–351.

Machin, M. A. (2002). Planning, managing, and optimizing transfer of training. In K. Kraiger (Ed.), Creating, implementing, and managing effective training and development (pp. 263–301). Richman-Hirsch, W. L. (2001). Posttraining interventions to enhance transfer: The moderating effects of work environments. Human Resource Development Quarterly, 12, 105–120. San Francisco,CA: Jossey-Bass.

Saks, A M and Haccoun, R R 2010, Managing Performance through training and development, Nelson Education: USA

Saks, A M and Belcourt M (2006) An investigation of training activities and transfer of training in organizations. Retrieved on 15th June 2012 from http://www.caiseconveningwiki.org/file/view/Saks-Belcourt.pdf

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