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Training Reinforcement
Training & Organizational Development
Training Reinforcement
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
In my opinion, the best way to reinforce the training is to immediately have the participants perform project work or another assignment in which their newly acquired skills can be utilized.
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Forums » Topic Forums » Training & Organizational Development » Training Reinforcement
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Training Reinforcement
posted at 11/13/2001 6:01 AM EST
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Posts: 7
First: 11/13/2001 Last: 12/17/2002 |
In my opinion, the best way to reinforce the training is to immediately have the participants perform project work or another assignment in which their newly acquired skills can be utilized.
In this way, they will be able to find out first hand how their skills can be applied to their day to day activities. Bob Mckenzie President McKenzie & Company |
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Training Reinforcement
posted at 11/13/2001 3:40 PM EST
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Posts: 1
First: 11/13/2001 Last: 11/13/2001 |
Additionally, the performance review should also look at what training the employee has undergone, and how much of it has been relevant and useful...and look at ways in which the skills learnt can be reinforced in a continous manner...most reviews tend to focus on the training the employee should undergo in the future rather than the effectiveness of the training already obtained. |
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Training Reinforcement
posted at 11/13/2001 11:06 PM EST
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Posts: 3
First: 11/13/2001 Last: 12/31/2002 |
I agree with Bob, but go one step further...Make sure the person going to the training already has a practical use for the training BEFORE he/she goes and has discussed the use with his/her boss.
After training is complete, the boss and trainee work together to implement the newly acquired skills. This motivates the trainee to better participate in the training and links the boss into using it after training is complete. Larry Looker |
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Training Reinforcement
posted at 11/16/2001 5:35 AM EST
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Posts: 2
First: 11/16/2001 Last: 11/16/2001 |
I agree with Larry. In the training class, setting up an action plan with incremental steps on how to use the training, what activities will take place, when, etc; is important for the trainee. It provides something for him/her to take back to the boss to say, "this is what I want to do to what I've learned"...the boss may add somethings to it and then you have a plan on how to measure or see how effective the training really was. It becomes a joint effort between the boss/subordinate and can certainly be reflected in the performance appraisal as a "good thing".
Lois Anglin Anglin & Associates, Inc. |
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Training Reinforcement
posted at 4/20/2009 8:06 AM EDT
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Posts: 14
First: 4/12/2007 Last: 5/4/2011 |
I agree with Bob too! With the incredible amount of learning our new hires receive the only way they can benefit from their learning is to put into practice their learnt knowledge and skills. I also stress the importance of knowing their product or process well enough to come across confident and in control of their customer interactions. Verbalizing or 'regurgitating' information is the only way to enforce knowledge and confidence.
I find it is extremely beneficial to provide reinforcements 'did wells' and 'do differently's' on a regular basis as well. |
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Re: Training Reinforcement
posted at 11/18/2011 2:35 AM EST
on Workforce Management
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Posts: 26
First: 10/12/2011 Last: 3/9/2012 |
A Training Needs Analysis, is a review of learning and development requirements for staff, volunteers, and trustees within in your organization. The Training Needs Assessment Process:- 1. Determine Agency Benefits of Needs Assessment, 2. Plan, 3. Conduct Needs Assessment. Thanks. |
Forums » Topic Forums » Training & Organizational Development » Training Reinforcement
