Organizations worldwide spend billions of dollars to train their employees. Training often helps the workforce learn something new or improve their existing skills. However, a number of studies show that the personnel do not always implement what they learn from training programs.
What impedes effective conversion of skills acquired at training into efficient organizational performance? A major stumbling block is lack of effective retention of what is learnt. What can be done to overcome this problem? I wish to share my thoughts on this with you.
I think that there are 5 aspects of training that make recollection of topics easy. They are:
Let me share more about each of these.
Training programs should be realistic
The objectives of training should be feasible and appropriate. They should impart skills that are useful. Learners are bound to take training sessions seriously if only they can help them resolve issues, especially the REAL PROBLEMS THEY ENCOUNTER.
Concentration span of trainees
The training environment should be conducive enough to allow complete focus on acquisition of knowledge and skills. Trainees who take concerted efforts to learn, often retain information better than others who may not evince keen interest in learning. Distractions do not help the cause of the learner whose intention is to benefit the most out of the training.
Implementing the knowledge gained
PRACTICE MAKES MAN PERFECT. The best way to remember theories is to apply them in the organizational setting. A good manager provides ample opportunities to employees to implement the skills and knowledge gained by them in training programs. This helps them master what they have learned.
Recalling the learning
Human memory is short. The limited capacity to remember needs to be supplemented with memory aids. These job aids help recall the concepts learnt in the training session. These aids help the learner to use them effectively.
Identification with the training program
Personalization of training is an aspect that is often overlooked. Trainees tend to be more responsive to the training program when they are able to identify themselves with the training program. This can be achieved by involving the learner – MAKING HIM A PART OF TRAINING. E-learning facilitates high levels of interactivity because it is possible to include games, quizzes and other activities into the training program. These help in better engagement of the trainee and in most cases help employees remember the subject matter for a longer time.
The purpose of the training program is served only when the skills acquired are utilized to enhance organizational effectiveness. Effective affixation of knowledge in the minds of the workforce is of great assistance in the enhancement of corporate productivity.
What according to you helps in better retention of knowledge? Do share your thoughts in the comments box below.
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