Increasing the Transfer of Learning

Learning can be the result of many activities which can include formal classes and training sessions, on the job training and mentoring or self-study. Every time we encounter something new, there is an opportunity to learn and improve skills.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Work experience will enhance the way you communicate, team building skills, awareness about the industry, better leadership ability and lot more. Because enough amount exposure to work life will build and improve soft skill ability.

There are a number of barriers to professional development within my role and a number of things which you need to think about when booking/planning training for your staff. I have outlined the potential barriers which I am likely to face within my role:

The employees stated the lack of effort to master the new process may be due to the lack of physical dexterity needed. Management may be able to address this issue by pairing who have successfully mastered the new process with those that are having issues. By mentoring the employees that have doubts about their capabilities, they may find that they are indeed capable of the new process, leading to their belief that they have the physical aptitude to complete the tasks required. Mentoring will help these employees with self-efficacy.

Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Occasionally getting employees out of their normal routine can jump-start energy and encourage employees to recommit to their jobs and the company. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment. Trainings should not be expensive or last for several days in order to be beneficial. Workshops, classes, and cross-training in other departments

Learning and developing skills automatically improves my own working standards which in turn benefits the company. The more knowledge I obtain the more skills I acquire which give me the opportunity to progress in my career.

GaziI Mahabubul Alam, Initials. (2009, June 2). Importance of workplace learning for skill development . Retrieved from http://www.bdeduarticle.com/learning/45-u

When a company is hiring new people I am sure we would all like to think that, ok I am hiring an adult he/she will and should know what to do if ever crunched in any bad situation. That cannot and should not be assumed. Proper training is vital for any company. The training of employees is important and crucial for any company, simply because it majorly contributes to the success or failure of the company. Training is important for managers, current employees and new employees. Although, employees may argue that training is a waste of time it is important to stay on top of everything and always remain prepared for any situation. Continually training and updating within a company is important because it keeps employees up to date on many things such as the use of new technology, technology is forever evolving. Training is an opportunity to introduce and implement new company policies, rule and regulations. Training creates and offers a safe working environment for all employees and managers. It also creates opportunities for personal growth, promotional opportunities and overall a healthy work environment. Furthermore, training is the key ingredient to a company staying on the edge when it comes to its competition.

If relevant, any other information about the focus learner that will influence your instructional planning (e.g., other needs and strengths in areas such as motor skills or communication)

People start learning from birth and there are many factors that affect it. For example attitudes affect an individual way of learning and handling. In the work environment it will be good and positive when the individual is dealing positively with his colleagues and the tasks required from him to do and this will have a good impact on his ability to learn and production. And when the individual deal negatively in the work environment, this negative impact on the work and deals with his environment and be an obstacle

The phrase taking ownership of my learning is a personal statement reminding me to take responsibility of my time. First, I need to be honest with myself on how much I can get done on a daily basis and therefore commit to a steady homework schedule. Consequently, If I do not create a reasonable homework schedule, then I run the risk of becoming overly stressed out, causing problems for those around me. The ones immediately affected are people close to me. My family and those that I have other commitments to are most affected by my choices. Therefore, by accepting that I have committed to taking this class, or any class through the University of the People, I am obligated to hold up my end of the bargain, or accept the repercussions of my actions which may be minor initially, over a long period of time can cause significant damage to relationships. As stated in the article Course Overload; Students Stressed by Too Many Classes by The Pauw Wow. Velda Goldberg, the Academic Dean of Saint Peter’s said, “I see students overextending themselves on a regular basis,” she said. “In the process, not only do they become stressed out, but their studies suffer as well.” I realize that the University of the People has a different academic plan than most Universities. .Because of the nature of the University of the People course load recommendations are only two classes, whereas at other universities

The main feature of PALS is combining theory with practice. Learning by doing is one of the primary forces of evolution. Even the most primitive creatures like dinosaurs learn their living skills such as haunting and fighting from their own experience, let alone advanced creatures like human-beings (Mike, 2011). After loads of practices, we can carry on with good methods and refrain from bad methods. And that’s why PALS attach great importance on practice. Successful training must be generalized to the job condition and maintained for a period of time (James Coloma, 2010). The factors influencing the transfer of training include training design factors like whether it is didactic-oriented or experiential-oriented in the program, as well as work environment factors like supervisory and peer support, and constraints and chances of perform learned skills in the job context (Harvey, 2010). PALS did well in increase the rate of transfer of training, encouraging all members to put up with questions and present their studying. Students are greatly inspired in the process.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"