am i on the right track? training transfer from the classroom to the workplace justine lee...
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Am I on the right track?
Training transfer from the classroom to the workplace
Justine Lee Association of Children’s Welfare Agencies/
Centre for Community Welfare Training
Definition of Training Transfer
Transfer of training is defined as the degree to which trainees effectively apply the knowledge, skills, and attitudes gained in a training context to the job. The conditions of transfer include both the generalisation of learned material to the job and the maintenance of trained skills over a period of time on the job.
Baldwin and Ford, 1988, p 63
Why do this research?
CCWT’s impact on training transfer
Transfer issues
Training is costly
Lack of research
The Research Questions
Have the trainees perceived any transfer of training after attending CCWT workshops?
What do the trainees perceive as facilitating effective transfer in their workplaces?
Methodology
Literature review
5 workshops were chosen for the study
Pre training and post training surveys
Semi structured telephone interviews
Data based on self reporting and trainee perceptions
Who are the respondents?
Angela Allied health worker Health (Rehabilitation
Unit) Between 50-59 years of
age Diploma Over 10 years in the job
Lauren
Youth worker Large state-based
organisation Between 20-29 years of
age Bachelors degree 1-3 years in the job
Top 3 reasons for attending training
Reasons Ranking
To improve skills or knowledge 1
To work with better with clients 2
For personal development 3
What Lauren and Angela said…
‘I wanted more of an understanding in how to about making (case) files and what’s required in a file’.
Lauren
‘I’ve been in this job for a long time. It’s always good to be able to know what you’re doing is right or how you can improve…to be updated with any new innovations. I think it’s a consolidation of what you do’.
Angela
More about the respondents
Relevance of training – 91% of respondents
Motivation to transfer – 91% of respondents
Trainees’ expectations and what they gained
‘…[I wanted to be] learning what to say, the right thing to say and what to do…my expectations were met to a great extent. I’ve really liked the course and actually told other staff and other people about it’.
Training delivery and resources
Trainer PerformanceOver 75% of the respondents rated the following aspects of trainers’ performance as ‘Very Good’ or ‘Good’:
• Knowledge of the topic – (88% of
respondents)
• Creating interest in the topic
• Responding to questions
• Understanding your needs
• Relating the training to your job role
‘…she was a brilliant presenter…normally at three o’clock you’re kind of starting to phase out but with her I didn’t find that as much as usual which is a good thing’.
Lauren
Before AfterKnowledge
0%
10%
20%
30%
40%
50%
60%
None
A little
Average
Good
Very good
Unspecified
Table 1: Impact on level of knowledge before and after training
Impact on the level of knowledge, skills and confidence post training
Application of learning and opportunities to
practice
Respondents’ perception of impact on performance or
approach to work
Changes in attitude, behaviour and skills perceived by 9 out of 10 interview respondents
‘…I guess having more empathy for the person that rings up; acknowledging and recognising that they are in a distressed state; reassuring them – using different techniques that I learnt…now I feel more confident’.
Gaining of transferable skills
Training made an impact on areas outside of the immediate work roles
Organisational and supervisory support
Post Trainin
gHighly Supportive 62%
Supportive 31%Neither supportive nor unsupportive 5%
Unsupportive 0%
Highly unsupportive 0%
Unspecified 2%
Other 0%
TOTAL 100%
How supportive would your supervisor be in implementing your skills and knowledge from this training to your work practice?
‘…we were encouraged to attend [training] because…our managers felt that it would be really useful for us to be on the same page when it came to writing up case notes and having the same amount of knowledge on it as well’.
Lauren | Angela‘Training is definitely encouraged and supported
as much as possible and it’s expected that we have a look at the training that comes out each month and see if anything is suitable for us.
Lauren
‘…..In terms of employment, I’m very fortunate in that I have an incredibly supportive manager…
Angela
Implications for Organisations:Factors that facilitate training transfer as perceived by the respondentsPeer support – e.g. back at the workplace
Attending training with co-workers
Mentoring
Opportunities to practice
Training delivery – including materials, specific tools (how to, what to do)
Assessment following training
Personal responsibility
Barriers to transfer
‘…I really think the only barrier is myself and my personality...... So I really think it's just me. I'd be the only barrier’.
‘I guess the biggest barrier would be not using the knowledge immediately after the training…so you can forget things’.
‘Well, you need more time. It's as simple as it gets’.
Summary of findingsCCWT workshop participants did perceive
transfer of training.
Factors perceived to facilitate transfer of training:1. Trainee characteristics
e.g. high level of motivation
2. Training design and deliveryPositive feedback on trainers and resources – more
exploration needed
3. Supervisory and organisational supporte.g. peer support
Implications for CCWT and other RTOs
Establish benchmarks to measure impact of training
Training programmes which are mindful of transfer
An annual longitudinal study of trainees
Promote peer support
Encourage supervisory/organisational support
Thank you
Justine Lee
Learning and Development Project Manager (Calendar)
ACWA/CCWT
02 9281 8822