TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
OPENING PRAYER
TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
ROSELYN BALEÑA
Opening Remarks
INTERMISSION
TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
KAREN MAE JOY
IBAO
Resource Speaker
TRANSFER OF TRAINING
• Trainees effectively and
continually applying what they
learned in training to their job.

Back to Agenda 03
 TRAINING DESIGN
The characteristics of the learning environment

TYPES OF TRAINING OBJECTIVES

convey cognitive information and details to
Knowledge trainees

develop behavior modification on how jobs

Skill and various task requirements are executed

generate concern and consciousness of the

Attitude importance of training

Back to Agenda 04
TRAINING TRANSFER MODEL

Back to Agenda 05
LEARNING CHARACTERISTIC
Includes a learner’s intellectual ability and self efficacy
(perceived ability) to understand and use his or her knowledge
and skills and certain motivational factors, such as personality
and usefulness of learning to job and career enhancement.

Learner characteristics influence both learning and transfer.

Back to Agenda 05
TRAINING
DESIGN
The development of specific learning goals, the use of adult learning
principles in the design and facilitation of training and the use of
instructional media that support both near and far transfer.

Self management strategies—such as goal-setting—help learners

think about how they will use their knowledge and skills in the work
setting.

Training design affects transfer only through learning.

Back to Agenda 05
WORK ENVIRONMENT
Then training is strategically linked to organizational goals,
learners can see how their training transfer can improve overall
organizational performance.

Other work environment influences include that employers:

• Encourage a supportive transfer climate.
• Involve managers and peers
• Opportunities to practice
• Emerging technologies
Back to Agenda 05
TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
SYRINE QUINTERO
Resource Speaker
WORK ENVIRONMENT CHARACTERISTIC
THAT INFLUENCES TRANSFER
1. Climate for Transfer
refers to trainess' perceptions about a wide variety of
characteristics of the work environment that facilitate or inhibit
use of trained skills or behavior.
Characteristics of a positive climate for transfer:
• Task cues
• Feedback consequences
• Lack of punishment
• Extrinsic reinforcement consequencese
• Intrinsic reinforcement consequences 06
WORK ENVIRONMENT CHARACTERISTIC
THAT INFLUENCES TRANSFER
2. Manager Support
refers to the degree to which managers emphasizes the
importance of attending training programs and stress the
application of training content to the job.

Action Plan - written document that includes the steps that

the trainee and manager will take to ensure that training
transfers to the job.
06
WORK ENVIRONMENT CHARACTERISTIC
THAT INFLUENCES TRANSFER
3. Peer Support
Support Network - group of two or more trainees who agree to
meet and discuss their progress in using learned capabilities on
the job which may involve face-to-face meetings or
communication via e-mail.

The more peer meetings that trainees attend, the more

learning transferred to the workplace.
06
WORK ENVIRONMENT CHARACTERISTIC
THAT INFLUENCES TRANSFER
4. Opportunity to Perform
refers to the extent to which trainee is provided with or
actively seeks experiences that allow for application of the
newly learned knowledge, skill, and behaviors from the training
program.

Low levels of opportunity to perform may indicate that:

• the work environment is interfering with using new skills.
• training consent is not important for the employee's job.
06
WORK ENVIRONMENT CHARACTERISTIC
THAT INFLUENCES TRANSFER
4. Technological Support
Electronic performance suppport systems (EPSSs)
• computer applications that can provide, as requested, skills
training, information access, and expert advice.

It may be used to enhance transfer of training by providing

trainees with an electronic information source that they can
refer to on as-needed basis whie they attempt to apply learned
capabilities the job.
06
 ICEBREAKER
(Guess The Song)
GUESS THE SONG
As Long As You
Love Me
GUESS THE SONG
Beautiful In White
GUESS THE SONG
Ang Huling El
Bimbo
GUESS THE SONG
I'm Yours
GUESS THE SONG
Imahe
TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
JUNJIE ABENDAÑO
Resource Speaker
CONSIDERATION FOR DESIGNING
A TRAINING PROGRAM

1. Needs assessment and learning objectives

this part of the training design considers what kind of
training is need in the organization.

2. Consideration of learning styles

making certain to educate using a diversity of learning
styles is important to designing of training programs.
CONSIDERATION FOR DESIGNING
A TRAINING PROGRAM

3. Delivery mode
what is the best technique to get message across? Is web-based
trainingmore suitable, or should mentoring be used? Most training
programs will compromise a variety of delivery methods.
4. Budget
how much fund is to be spent on the training?

07
CONSIDERATION FOR DESIGNING
A TRAINING PROGRAM (CONT.)

5. Delivery style
is the training self-paced or instructor led? What kinds of
discussions and interactivity can be designed for this
training?
6. Audience
who will be participating in this training? Is there a mix of
roles, like accounting people and marketing people?
07
CONSIDERATION FOR DESIGNING
A TRAINING PROGRAM (CONT.)

7. Content
what needs to be trained? How will be sequence of the
information?

8.
Timeliness
how long will it take to design the training? Is there deadline
for training to be accomplished?
07
CONSIDERATION FOR DESIGNING
A TRAINING PROGRAM

9. Communication
how employees know the training is available to them?

10. Measuring effectiveness of training

how will the organization know if training has worked? What
ways to use to measure this effectiveness?

07
ORGANIZATIONAL CONSTRAINTS
IN TRAINING DESIGN

1. Restricted Budget
even if the organization has allocated a generous training budget, it
will still seem as if there isn't sufficient fund. There is continuous
drive in business to do more with less so the feeding underfunded
will always be experienced.

2. Choosing who gets the training and the extent

of training each person gets
everyone must be given all of the training they need and want, but
because
Back to Agenda
if the inadequate resources, decisions to be made. 08
ORGANIZATIONAL CONSTRAINTS
IN TRAINING DESIGN

3. Differing knowledge, skills and attitudes

(KSA) level of trainees
the training must be design appropriately to be effective for all these
different trainees and still work within the budget,

4. Overload of people with defined roles in

the training process
these people can be leaders of small groups or individuals whom the
others
Back to Agenda
request advice on a subject they are doing extremely well. 08
TRAINING AND DEVELOPMENT:

TRANSFER
OF
TRAINING
RICCIMAE ELPEDES
Resource Speaker
ORGANIZATIONAL ENVIRONMENT
THAT ENCOURAGES TRANSFER
LEARNING ORGANIZATION
Is a company that has an enhanced capacity to learn, adapt and change.

Key features of a learning organization

1. SUPPORTIVE LEARNING ENVIRONMENT
2. LEARNING PROCESS AND PRACTICES
3. MANAGERS REINFORCE LEARNING

09
ORGANIZATIONAL ENVIRONMENT
THAT ENCOURAGES TRANSFER(cont)

KNOWLEDGE MANAGEMENT
Process of enhancing company's performance

Key for effective knowledge management

1. Training and information technology collaboration
2. Create knowledge management leadership positions

09
ORGANIZATIONAL ENVIRONMENT
THAT ENCOURAGES TRANSFER(cont)

Key for effective knowledge management (cont.)

3. Provide ease and share technology for employees to access and share
information within the context of their job
4. Ensure employee trust and willingness to share information by
recognizing and promoting employees who learn, teach, and share

09
ROSELYN BALEÑA
Closing Remarks
Thank you for
listening!!