Who’s Responsible for Learning in Training Sessions?

Posted By: Jeanie Hagen-Greene No Comments February 23, 2010

Certainly it’s up to participants to learn something and then apply that back on the job.  However, I recently conducted a training session and overheard two women discussing the training on our first break.  One commented about what she had learned so far, and the other said, “Well, I just don’t know why I was sent to this class – I think I’m pretty good at time management.”

What an unfortunate waste of time and resources!  Supervisors and managers need to partner with employees going through training.  Here are things that management can do before, during, and after training to maximize learning and investment:

Before training
• Define required job competencies, and have ongoing discussions with employees about what they need to do their jobs well.
• Select trainees carefully for training (not every performance issue requires training for the solution).

During training
• Prevent interruptions for participants in training.
• Communicate supervisor/managerial support for the program.
• Monitor attendance and attention to training.
• Review information with employees in training, and plan transfer of new skills to their jobs.

After training
• Provide opportunities to use the new skills, then support and coach employees.
• Provide job aids and support their use.
• Talk with employees about what they learned and how that will impact their job.
• Meet with employees immediately after training to review action plans.
• Recognize employees for successful use of skills.

With these actions, organizations can make sure those precious training dollars are stretched and well invested!

Source: Adapted from The Pike Ascent, 2008

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