Page 96 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 6: Learning Theories

transfer evaluation as a way to determine rates of transfer for courses that are delivered. Notes
You can use the results to pinpoint potential problem areas and to make necessary
improvements to course design and delivery, thereby improving transfer rates.
(g) Barriers to the Transfer of Learning: There are many possible barriers to the transfer of
learning. Sometimes training is simply poorly designed or delivered. When transfer of
learning does not occur, it could be attributable to many impediments that learners face as
they complete training and return to the workplace. For this reason, identify potential
barriers and work to overcome them whenever possible.
Consider four key potential barriers to transfer of learning:

 The learner’s supervisor may not allow use of the new skills or will not provide the
tools necessary for using the new skills.
 The learner may not remember how to perform them.

 The corporate culture may not support application.
 It may simply be easier to “do it the old way.”
Transfer of learning is likely to remain an important topic in the training field. Many issues
influence how much training is transferred from classroom to workplace. Many barriers to
transfer can be removed when they are recognized and corrective action is taken to address
them.

Did u know? When learning is transferred from the classroom to the workplace, the chances
of real performance improvement increase substantially. These positive changes, in turn,
enhance your credibility as a trainer, and that of your entire training department.

The Learning Curve?

Although the learning process is widely studied, little is known about it. Part of the problems is
that learning cannot be observed: only its results can be measured. From studies of learning,
however, researchers have sketched a broad picture of the learning process and have developed
some tentative principles of learning. Perhaps the best way to understand learning is through
the use of a learning curve, Learning curve: shown in Figure 6.3. As the curve illustrates, learning
takes place in bursts (from points A to B) and in plateaus (from points B to C). Trainer have two
goals related to the shape of each employee’s learning curve. First, trainers want the learning
curve to reach a satisfactory level of performance. This level is shown as a dashed line in the
figure. Second, they want the learning curve to get to the satisfactory level as quickly as possible.
Although the rate at which an individual learns depends upon the person, the use of various
learning principles helps speed up the learning process.

Learning Principles: Learning principles are the guidelines to the ways in which people learn
must effectively. The more these principles are included in training, the more effective training
is likely to be. These principles are participation, repetition, relevance, transference, and feedback.

Participation Learning usually is quicker and more long-lasting when the learner can participate
actively. Participation improves motivation and apparently engages more senses that help
reinforce the learning process.

LOVELY PROFESSIONAL UNIVERSITY 91