Train the Trainer eCourse: Microlearning Nuggets
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Making Trainings Productive and Purposeful

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The objective of any training program is to transfer new knowledge to learners. Learners expect to apply the knowledge gained to do their jobs better. However, various researches conducted show that training programs fail to guide employees to transfer the knowledge or skills gained to their jobs. How can this be changed? An integrated learning management system can be used to involve the participants before, during and after any training program – ILT or eLearning.

Pre training

Employees need to be involved much before an employee takes the training program. Based on the learning objectives of the course, an action sheet can be created and uploaded on to the learning management system. This document serves as an individual reference guide to the learner and clearly states the learning objectives of a particular training program along with specific information about job tasks where employees are expected to apply the knowledge they obtain from the training. This document should serve as a reference point before, during and after the eLearning program.

During training

During the training program, participants can keep track of their progress with reference to this online document. The learner or the manager can check the tasks that have been completed. Learners know what they have achieved and what needs to be completed at every stage of the learning program. They may also be given tasks to be performed on the job in consultation and involvement of their immediate supervisor and their progress tracked through the LMS. The training program can be considered as complete only after learners successfully complete the tasks listed in the action sheet.

Post training

It is very important for employees to interact and collaborate with other trainees taking the same course. This helps them learn from each other by applying the knowledge gained from the training program to their individual situations and sharing the same with the group. This greatly enhances their learning. In fact, Bob Mosher, creator of ning community called “Performance Support at the moment of need” has exclusive online groups for those who attended ASTD training programs or Learn Now 2011 conference. Such groups can be formed much before the training program actually begins and members can continue to have online discussions even after the program ends. Imagine the learning value it provides to the group who has attended such training program. The learning never stops; it is an on-going process!

Trainings would be effective if they are designed to provide a comprehensive learning support and guidance before the program, during the program and after the program. This can be done with the help of a robust learning management system to monitor, manage and reiterate training requirements.

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