Training and development. Transference of Training

TRAINING AND DEVELOPMENT
Transference of Training
Introduction
Transfer of training is impossible to achieve and will always be a problem for trainers and organizations.
I would beg to differ with the above position that implies that transfer training is not possible to achieve in organizations and through the following discussion assert that the transfer of training is not a problem for trainers and organizations. This is because the transfer of training can be and has been successfully used by many organizations to achieve optimal human resource performance and therefore this discussion will explain how fruitful the transfer of training can be used by organizations from a human resource perspective. Generally, in every organization, the instigation and emphasis of Human Resources (HR) training is mandatory in many employee-related and legally-related topics, especially for managers and supervisors who seek to streamline their working forces to produce maximally for the company.
As a result, there is every need to equip an organization’s employees to handle their employee relation responsibilities competently without having to create gaps every now and then. However, this is not the case in most organizations as their human resource team is not adequately prepared and therefore most organizations are not able to achieve maximally. Basically, this is achieved through having a competent human resources team that understands their roles and therefore it is crucial that such a team possesses the right skills and knowledge to effectively perform their duties to the optimum. Generally, in any organization, an employee training and transfer is an excellent method to communicate about and reinforce concepts that would be considered common knowledge or new job information. There are various ways to create employee training alerts when the exercise is oncoming to ensure that all employees are aware of the exercise and to give them ample time to prepare for the same. In this regard, it’s recommended that one puts employee training alerts online, distributes them via email, or, in some situations, when employees do not have computer access, as an example, write employee training alerts in a bullet format on paper. It should however be understood that for maximum positive impact and learning of any human resource team, there is need to make the training motivational and engaging (Saks and Haccoun, 2011).
In this regard, a good HR Training Example would be that related to sexual harassment and therefore an organization sets out to train its employees on how to handle this aspect in the organization. As a result therefore, this is what one would set out to do with a sexual harassment and harassment training session. In this regard, for a start, the HR Manager at a client company would sent an email to all executives and managers asking them to save a three hour block of time for mandatory training in how to prevent sexual and other harassment in their workplace. In this case, one would find out that human resources team would at the beginning totally be surprised by the thought of spending three hours on harassment training. In this regard, most of the employees would be wondering who the training target and why such training would be necessary to them. As such this would create a gap in the employees’ interests regarding the discussion. However, the same would end up changing to a positive exercise with a positive impact on the employees once implemented.
Through this exercise, the employees would learn a lot to do with how to go about issues of sexual harassment at the place of work and what necessary steps to take if this happens at the place of work. Similarly, the training would end up greatly impacting positively on employee performance as one would find out that most of the employees had most of their times wasted by other employees or managers with the intention of harassing them sexually. As a result therefore, this training leads to the creation of their knowledge on how they can handle such. Hence, the performance of these employees increases and their productivity also as they are now aware of the precautionary measures to take in the event that such happens. Similarly, the training gives them ideas on how to avoid the occurrence of such cases at the work place. This gives a conducive working environment leading to increased productivity by the employees at the work place.
Generally, Saks and Haccoun (2011) assert that training transfer being a crucial exercise in enhancing the productivity of an organization’s human resource team has got its challenges in terms of the trainers’ ability to successfully ensure that the training is effectively understood by the employees. In this case therefore there is need for any trainer to ensure that any training leaves an impact on the employees through the use of several training enhancement ways. This would make any training transfer exercise successful in any given case so as to make the HR Training have a positive impact on the human resource team. In this regard, there are several actions that one can take during a transfer training session to make HR training sessions effective and enjoyable for participants. By using the sexual harassment example, the author will consider the actions taken to make the sexual harassment and harassment training session become more alive.
To start with, a preparation for training is a crucial aspect for the participants so as to make sure that they are aware of the exercise and the exact timings when such will take place. This also incorporates the discussion of the topic without the actual training just to make sure that the employees are aware of what exactly they expect during the actual training session. Basically, for a number of the dryer HR-related training topics such as harassment to have a positive impact on the human resource team, a trainer needs to find and plan ways to engage the audience maximally. In this case, it’s important to note that the reading the law or policy out loud does not constitute part of the training session and therefore this should be done cautiously. As a result therefore, one should consider a mix of visual and multimedia support, discussion, examples from the real work world, and also spare some time for questions in the event that the audience would need some clarifications or some questions answered.
In addition, one would need to do more of the HR-related training as opposed to less of the same. In thi...