EMPLOYEE TRAINING

Transfer of training

Transfer of training

Introduction

Learning is a significant feature of any training program but it is similarly significant in encouraging trainees to use learned capabilities on the job. This statement clearly shows the definition of transfer of training which means providing training to workers while they are on job. On the Job training means that the employees forgo the seminars, the workshops and they are provided with little or no literature. Instead this training runs by “Learn by doing” approach. The new employees are assigned live or hot orders that are currently being processed without any formal ado. This kind of 'training' is also observed in nature. A bird, never takes her chicks on her back and teaches them how to fly, rather the chicks watch the mother flying in and out, then jump or wriggle out of the nest and fall, learning to fly in the middle.

Similarly, after an initial briefing the employees get assigned relatively easy tasks but nevertheless live ones and are guided through them. This approach puts the employee in the sink or swim situation from the start, helping the organization gauge the employees ability to work under pressure and the speed with which they can pick things up. This helps the organization distinguish and classify them for future reference, to be noted when promoting. Since they have almost little or no training, their own mental capacity, decision making power and ability to tackle a new situation comes into play. These are essential qualities that are needed in a manager or a person position in management position (Newstrom, 1992).

Discussion

Transfer of Training is vital to the success of new employee training programs. It refers to the knowledge and skills; the employees manage to hold on from their training sessions and their successful application in their jobs. The major factors involved in transfer of training are: the level of interest employees had in training, amount of fun during training sessions and quality of instruction. If all the three components are present during the training session, it is bound to become successful and aid the performance of new employees (Cormier, 1984).

Employee training is probably the most vital component of modern organizations. Today, companies spend huge sums of their budgets at improving their training programs. It is an investment that is bound to bear results in the long run. Training of new employees is also vital to the progress and prosperity of the company. New employees often tend to be shy and irresponsive to the new environment. Hence, all such variables must be kept in mind while incorporating an 'effective training program'. Many techniques are used by trainers to keep the audience's interest alive. The term “Transfer of Training” refers to the impact of acquired ability or knowledge on problem solving and acquisition of new knowledge in the future. It is a very popular concept and was derived from the theory of 'transfer of learning'. There are a lot of challenges in the transfer of training at ...