Hrd Tertiery Education Student

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Transfer Of Training (TOT) is the one of the phase after the trainees undergo a training programme or courses... But somehow, thus the HR Practitioner realize about importance of the TOT???

As a HR Practitioner, we need to convince the top authority to provide the budgeting and updating the technologies and facilities used at the workplace to ensure the staff can apply the lesson that they have learn during the training program.

Although, we as the HR Practitioner provide or manage the latest information or knowledge for the staffs, it will be a waste of money if the staffs are unable to transfer the knowledge and skills tat they have gain during the training programme at the workplace.

Furthermore, HR Practitioner should provide relevant training which is related in their professional fields.

It will be a waste in terms of money, time and efforts if the results of TOT is zero or even worse negative.

To ensure the positive TOT after the training sessions. The HR Practitioner need to evaluate the staffs performance thus become the strategic partner for the organization to improve and increase the knowledge, skills and abilities of the HR in the organization.

The trainees will have the positive TOT when the have LEARN :-

L - Listen & Understand ( Capture my attention & interest)

E - Evaluate & Decide ( Help me see what's in it for me)

A - Attempt & Build ( Help me build my skills step-by-step)

R - Return & Apply ( Send me back to use them on job)

N - Natural Transition ( Now they're mine!)

Training is only successful when the participants have learned;

Learning only happen when participants can recall the skills and abilities that were taught and put them to work on the job.

The best Quote for this article should be :-

I hear, I understand.

I see, I remember.

I do, I understand.

- Chinese Proverb-

Therefore, please ensure that your participants give positive TOT when they return back to work.

From Malaysia
True TOT is not considered a necessary in many organisation.Training programs get diluted when the candidate is not allowed or ignored after a program to diseminate the value ot training.This emphasis should be more insisted from an HR angle to any training program to get the program across...It does good for all-individual-team-organisation and TRAINER!

From United States
Now a days in this fast paced enviorment the TOT process is seen many a times as a wastage of the time by line managers who are more concenred with meeting the targets by the time. The time is now that the hr practicinors should adopt a strategy first to create an enviorment where the Training and the post training activities should be seen as a tool for shortening the time for achieving the targets. This things when percolates down the level than only tot in true sense is possible. Few organisation have been doing this in a more scientific way.

From United States
hmm........ Could you tell me more on how they do the Scientific way of TOT in today's rapid changing environment? Is it almost the same just like the Scientific Management? This is a great topic you know.... I am going to do the research on the importance of TOT....Hope you you can share some information with me :)
From Malaysia
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