Please enlighten me regarding "The Problems and Prospects in the Transfer of Learning to the Workplace" in the Indian context (with reference to the manufacturing and service industry).
I need help in making a survey questionnaire to conduct the above-referenced study.
From India, Bangalore
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I need help in making a survey questionnaire to conduct the above-referenced study.
From India, Bangalore
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The main problem is implementation. What all things are taught in training are implemented in a totally different way when needed to be used live.
For example, I was working in a BPO, the things taught to me in training and their use on the floor were totally different. The trainer had different views from the team leaders. This actually confuses and takes time and acts as a barrier. (MAYBE)
From India, Mumbai
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For example, I was working in a BPO, the things taught to me in training and their use on the floor were totally different. The trainer had different views from the team leaders. This actually confuses and takes time and acts as a barrier. (MAYBE)
From India, Mumbai
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Questions that could form the basis of a transfer of training survey are:
- Did instructional designers, trainers, and line managers work together in partnership, or was work on the program done in isolation with little collaboration?
- Were non-training solutions seriously considered, or was a training request received, and an off-the-shelf solution delivered?
- Were training outcomes stated in behavior and performance terms, or were outcomes unstated or stated in fuzzy terms?
- Were training objectives tied to stated organizational objectives, or were they left floating in the organizational ether?
- Were managers and supervisors actively involved before, during, and after the program, or was the program divorced from the employee's day-to-day work?
- Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
- Were new procedures and role expectations clearly communicated to employees, or were they left wondering why they were nominated for the program?
- Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
- Was the training integrated with a well-thought-out and implemented change or improvement program, or was the training a single-point "silver bullet" solution?
- Did you measure the organizational impact of the program or rely solely on "happy sheets" for feedback?
You can find out more at: http://www.businessperform.com/html/..._training.html
Vicki Heath http://www.businessperform.com
From Australia, Melbourne
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10- Did instructional designers, trainers, and line managers work together in partnership, or was work on the program done in isolation with little collaboration?
- Were non-training solutions seriously considered, or was a training request received, and an off-the-shelf solution delivered?
- Were training outcomes stated in behavior and performance terms, or were outcomes unstated or stated in fuzzy terms?
- Were training objectives tied to stated organizational objectives, or were they left floating in the organizational ether?
- Were managers and supervisors actively involved before, during, and after the program, or was the program divorced from the employee's day-to-day work?
- Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
- Were new procedures and role expectations clearly communicated to employees, or were they left wondering why they were nominated for the program?
- Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
- Was the training integrated with a well-thought-out and implemented change or improvement program, or was the training a single-point "silver bullet" solution?
- Did you measure the organizational impact of the program or rely solely on "happy sheets" for feedback?
You can find out more at: http://www.businessperform.com/html/..._training.html
Vicki Heath http://www.businessperform.com
From Australia, Melbourne
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Radhakrishna,
Here are some questions. They are not in any specific order, just from the top of my head.
Questions:
- In your opinion, what is the process of effective training?
- How do you measure the effectiveness?
- What are your expected results of effective training?
- In your opinion, what are the organizational barriers to effective training?
- In your opinion, what are the personal barriers to effective training?
- Lack of confidence
- Job-related anxiety
- Depression of some nature
- Lack of interest
- Stress-related problems
- Lack of commitment
- In your opinion, what are the trainees' barriers to effective training?
- In your opinion, what are the trainers' barriers to effective training?
- In your opinion, what are the training methods' barriers to effective training?
- In your opinion, what are the training process's barriers to effective training?
- In your opinion, what are the training methods' barriers to effective training?
- In your opinion, what are the training location's barriers to effective training?
- In your opinion, is the lack of effective communication before the training session a barrier to effective training?
- In your opinion, is the lack of effective communication during the training session a barrier to effective training?
- In your opinion, is the lack of effective communication after the training session a barrier to effective training?
- In your opinion, is the lack of effective feedback during the training session a barrier to effective training?
- In your opinion, is the lack of effective feedback after the training session a barrier to effective training?
- In your opinion, is the lack of effective trainer's delivery during the training session a barrier to effective training?
- In your opinion, is the lack of follow-up after the training session a barrier to effective training?
- In your opinion, is the lack of line management follow-up after the training session a barrier to effective training?
- In your opinion, is the lack of sufficient resources for the training session a barrier to effective training?
- In your opinion, is the lack of descriptive language during the training session a barrier to effective training?
- In your opinion, is the lack of motivational feedback during the training session a barrier to effective training?
- In your opinion, is the lack of formative feedback during the training session a barrier to effective training?
- In your opinion, is the lack of verbal skills of the trainees a barrier to effective training?
- In your opinion, is the lack of active listening of the trainees a barrier to effective training?
- In your opinion, is the lack of corporate objectives/strategy a barrier to effective training?
- In your opinion, is the lack of training objectives/strategy a barrier to effective training?
- In your opinion, is the conflict of interest (trainees and trainer) a barrier to effective training?
- In your opinion, is the lack of management interest in training a barrier to effective training?
- In your opinion, is the lack of management participation/support a barrier to effective training?
- In your opinion, is the lack of implementation of the training plan a barrier to effective training?
- In your opinion, do you identify all the essential components of an effective training planning?
- In your opinion, do you think your training planning includes the impact of company vision, mission, objectives, and strategies?
- In your opinion, do you evaluate the training with respect to:
- Training materials
- Trainees
- Trainer
- Impact on the job
- Impact on the business
- In your opinion, do you evaluate the training:
- Just after the training program
- One month after the program
- Six months after the program
- Do you identify individual barriers to staff performance?
- Do you identify group barriers to staff performance?
- Have you developed situational strategies to reduce/eliminate barriers to effective training?
- Do you conduct staff training needs survey?
- Do you track the post-training results?
- Do you train the line management to follow up on training to improve training effectiveness?
- Do you formulate and communicate performance standards and expectations to trainees in behavioral and measurable terms?
- Is there sufficient coaching on the job to reinforce the training?
- Is there sufficient mentoring on the job to reinforce the training?
- In your opinion, is the lack of compatibility between training needs and training program design a barrier to effective training?
- In your opinion, is the lack of consideration of the trainees' learning style, their attitudes, needs, and approaches to learning barriers to effective training?
- In your opinion, is the lack of consideration of 'non-training' issues a barrier to effective training?
- In your opinion, is the lack of application of the principles of adults training a barrier to effective training?
Regards,
Leo Lingham
From India, Mumbai
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Here are some questions. They are not in any specific order, just from the top of my head.
Questions:
- In your opinion, what is the process of effective training?
- How do you measure the effectiveness?
- What are your expected results of effective training?
- In your opinion, what are the organizational barriers to effective training?
- In your opinion, what are the personal barriers to effective training?
- Lack of confidence
- Job-related anxiety
- Depression of some nature
- Lack of interest
- Stress-related problems
- Lack of commitment
- In your opinion, what are the trainees' barriers to effective training?
- In your opinion, what are the trainers' barriers to effective training?
- In your opinion, what are the training methods' barriers to effective training?
- In your opinion, what are the training process's barriers to effective training?
- In your opinion, what are the training methods' barriers to effective training?
- In your opinion, what are the training location's barriers to effective training?
- In your opinion, is the lack of effective communication before the training session a barrier to effective training?
- In your opinion, is the lack of effective communication during the training session a barrier to effective training?
- In your opinion, is the lack of effective communication after the training session a barrier to effective training?
- In your opinion, is the lack of effective feedback during the training session a barrier to effective training?
- In your opinion, is the lack of effective feedback after the training session a barrier to effective training?
- In your opinion, is the lack of effective trainer's delivery during the training session a barrier to effective training?
- In your opinion, is the lack of follow-up after the training session a barrier to effective training?
- In your opinion, is the lack of line management follow-up after the training session a barrier to effective training?
- In your opinion, is the lack of sufficient resources for the training session a barrier to effective training?
- In your opinion, is the lack of descriptive language during the training session a barrier to effective training?
- In your opinion, is the lack of motivational feedback during the training session a barrier to effective training?
- In your opinion, is the lack of formative feedback during the training session a barrier to effective training?
- In your opinion, is the lack of verbal skills of the trainees a barrier to effective training?
- In your opinion, is the lack of active listening of the trainees a barrier to effective training?
- In your opinion, is the lack of corporate objectives/strategy a barrier to effective training?
- In your opinion, is the lack of training objectives/strategy a barrier to effective training?
- In your opinion, is the conflict of interest (trainees and trainer) a barrier to effective training?
- In your opinion, is the lack of management interest in training a barrier to effective training?
- In your opinion, is the lack of management participation/support a barrier to effective training?
- In your opinion, is the lack of implementation of the training plan a barrier to effective training?
- In your opinion, do you identify all the essential components of an effective training planning?
- In your opinion, do you think your training planning includes the impact of company vision, mission, objectives, and strategies?
- In your opinion, do you evaluate the training with respect to:
- Training materials
- Trainees
- Trainer
- Impact on the job
- Impact on the business
- In your opinion, do you evaluate the training:
- Just after the training program
- One month after the program
- Six months after the program
- Do you identify individual barriers to staff performance?
- Do you identify group barriers to staff performance?
- Have you developed situational strategies to reduce/eliminate barriers to effective training?
- Do you conduct staff training needs survey?
- Do you track the post-training results?
- Do you train the line management to follow up on training to improve training effectiveness?
- Do you formulate and communicate performance standards and expectations to trainees in behavioral and measurable terms?
- Is there sufficient coaching on the job to reinforce the training?
- Is there sufficient mentoring on the job to reinforce the training?
- In your opinion, is the lack of compatibility between training needs and training program design a barrier to effective training?
- In your opinion, is the lack of consideration of the trainees' learning style, their attitudes, needs, and approaches to learning barriers to effective training?
- In your opinion, is the lack of consideration of 'non-training' issues a barrier to effective training?
- In your opinion, is the lack of application of the principles of adults training a barrier to effective training?
Regards,
Leo Lingham
From India, Mumbai
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