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Business 375: Employee Training
Transfer of Training
Transfer of Training
There is a transfer of training once we apply what we learned from training and how
it changes the way we deal with our customers or how we do our job. Once we apply what
learn from training, then there is a transfer of training happening within the process.
According to some observations based on the behavior of employees’ who have undergone
trainings, there should be a series of observations prior to the employee's training so we

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can compare the performance and behavior before and after having the training. Through
observation, an employee's behavior can be determined and how the said employee would
respond to the training being provided. This will also measure the effectiveness of the
trainings that the company is giving. If there will be improvements and changes after the
training, then it means that the training is effective and must be continued in order to have
better employees in the future. There are two important behaviors that an employee should
exhibit and these are the capability to apply changes and learned things from the training
and the capability to learn and unlearn.
There are things that affect training’s affectivity. Among the factors being considered
is the personal behavior of the trainee, the place where the work is being done, the support
of the people around the trainee like the supervisors and co-workers and the effectiveness
of the training to help the trainee function properly while on the job. Transfer training
means that the trainee should have in his or in her mind the motive to learn new things and
to apply in the future to provide better service to the organization's customers. The success
of the training is the success of the trainers as well or of the HRD team or the Human
Resource Department who in part creates and design the training that is needed to be done.
These trainings mean improvement when it comes to performance and productivity of
employees (Cree, Macaulay, 2000). Refresher trainings are also classified as near transfer
trainings because the training being given is just a continuation or a follow up of the
previous skills that the employee already got. According to the near training transfer theory,
near transfer happens when the skill that the employee already have is being enhanced and
honed by the current training provided to them (Noe. 2010). It means that the situation
they have been trained is the same with the situation that they will face on the real job

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environment. The transfer of skill training on the other hand is applied once the trainee
learns to apply the new skill acquired from training to a situation different from the one
they have been working on hence they were able to apply necessary resolution as it seems
fit. This means the trainee has the capability to adapt and show that they can actually
recognize situations where in their skill might be applicable. The capability to do transfer of
skill is considered as a cognitive capability combined with analogy. This type of working
environment is more challenging but can be more fulfilling and rewarding (Misko, 1995).
For businesses to succeed trainings and development programs must be provided
first but then continuous support should be given as well to ensure that the cognitive
capability of the employees are continuously growing and expanding. Assessment of
employee's capability should be prepared and done to ensure that the needed training is
given to them accordingly. Before trainings, employees should be made aware of why there
are trainings being conducted and why they are included in it. The training can be more
productive as well if the trainee will be informed about the expected contribution from him
or her after the training's completion and how they can become an asset to the company
because of it. Most organizations motivate their employees to do well on trainings by giving
rewards and reinforcements like recognition for top rewards and even giving out simple
certificates. These certificates can be useful in the future as well. Once training is
completed, assessment and reinforcement should be continuous and close monitoring of
the employee’s behavior should be recorded in order to check if the training is indeed
successful or not.

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