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Make the training alive
Training & Organizational Development
Make the training alive
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I am looking for any suggestions on: how to make the employees don't ignore and use the knowledge they were taught during the training provided by the company.Maybe some of you can share your own expe
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Forums » Topic Forums » Training & Organizational Development » Make the training alive
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Make the training alive
posted at 7/22/2001 11:13 PM EDT
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Posts: 1
First: 7/22/2001 Last: 7/22/2001 |
I am looking for any suggestions on: how to make the employees don't ignore and use the knowledge they were taught during the training provided by the company.Maybe some of you can share your own experience or useful sources.
thans a lot, Kasia |
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Make the training alive
posted at 7/23/2001 3:45 AM EDT
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Posts: 9
First: 7/23/2001 Last: 9/25/2001 |
Training is most effective or successful when it is followed up with a reinforcement program. Accompany the training program with an on-going measurement tool that tests the practices that you have trained to. Perhaps an incentive program or reward system to help make the program fun and stick at the same time. |
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Make the training alive
posted at 7/23/2001 6:17 AM EDT
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Posts: 24
First: 5/29/2001 Last: 5/12/2002 |
In regards to retention, people will only remember what they choose to. How does it affect the employee. I once worked with a client that had a typical orientation program discussion benefits, teh company etc... when it was changed to involve the employees ina way it affected them, they remembered. As in, don't tell people they have good dental coverage, tell them that braces for their kids are covered. Show them how there role fits in to the big picture or how the new skills you are teaching them are going to improve their job. Tell them the features, but emphasize the benefits.
Scott WorkYourLife.com |
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Make the training alive
posted at 7/23/2001 8:23 PM EDT
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Posts: 2
First: 7/22/2001 Last: 7/23/2001 |
by the latest within 30 days the trainee is to do a presentation / knowledge sharing to his colleague within the department. He is to perform as the trainer to the other employees. Hence, if that training is applicable in day-to-day operation, he acts / "responsible" as source/reference. |
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Make the training alive
posted at 7/31/2001 9:29 AM EDT
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Posts: 1
First: 7/31/2001 Last: 7/31/2001 |
Adult students retain the most when they actively participate in the training. While interaction with the instructor/presenter/facilitator questioning will do part of that, better results occur when they are involved in activities that pertain to the topic. As an example, I recently taught class on a lengthy procedure that the students in the class were already qualified on. So I began the class with an exercise that had pairs or trios of students identify together on paper four things that they already knew about the procedure. Once they were done, I would have each group provide one item at a time to me while I wrote it on the board and used it to facilitate a short discussion. Then the next group would provide an item and we continued on until all of the items were addressed.
This activity filled up half of the allotted time, yet I was able keep referring back to it for portions of the remaining material. Dave Meier of the Center for Accelerated Learning in Lake Geneva, Wisconsin, has a pretty good workshop that is focused on making training more interesting and alive. Much of the material in the workshop is also presented in his book, "The Accelerated Learning Handbook." (I don't work for Dave or have any stock in his company. I've just been able to generate some ideas of my own from his material that have been successful.) Mike |
Forums » Topic Forums » Training & Organizational Development » Make the training alive
