Things to Note to Ensure Transfer of Learning in Your Organisation

One of the primary goals of any learning and development personnel is to ensure transfer of learning. You want to make sure that your employees are acquiring the knowledge, skills and attitude they need through the development activities they complete, and then applying them on the job, in a sustained way.

While there are lots of personal factors that affect whether learning improves performance for any given employee, there are a number of things you can do to help create a working environment and culture that supports and encourages transfer of learning.

Here’s a list of some of them.

  • The organization’s management team regularly communicates about the importance of continuous improvement and ongoing learning to individual and organizational success.
  • The L&D effort considers individual, departmental, management and organisational learning needs when putting together the organisation’s learning offering to ensure learning needs can be addressed.
  • The people who delivers the training for the organization are the best at what they do and able to inspire the learners to learn.
  • The competencies, knowledge, skills and attitudes are clearly defined.
  • There are a variety of learning activities/opportunities that cater to a variety of learning styles and levels of proficiency amongst the learners.
  • Easily create bite-sized learning content and distributes out to the target audience. (Check out SMiLES!)
  • Track and monitor learning activities through mobile apps when dealing with blended learning. (Check out SMiLES!)
  • Efforts are deployed to measure the effectiveness of learning activities in terms of improved employee performance on the job
  • L&D efforts are regularly validated to continue and/or improve their effectiveness.

With that being said, we must position the learning intervention to help the learners to:

  • View learning and development activities as something that is valuable, for them personally and for the organisation, not as a punishment!
  • Create individual goals and action plans that are SMART.
  • Share their key learning highlights.
  • Take opportunities to mentor other team members.

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