Chapter 5

Questions:
1. Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period.
2. What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed?
3. Discuss how trainees can support each other so that transfer of training occurs.
4. What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used.
5. What is knowledge? Why is knowledge important? How can companies manage knowledge?

Answers:
#1
Manager & Pretraining
Decide what type of training needs to be done and who needs that training.
Manager & During training
Overlook the training process, reinforce what trainees are learning, and provide opportunities to practice.
Manager & After training
Do a follow up to make sure trainees understand what was taught to them. Make sure to use the skills trainees learned in the program are applied to the job.

Trainer & Pretraining
Find out who is being trained. With the manager decide the best way to teach trainees.
Trainer & During training
Follow a lesson plan to make sure trainees get the most out of the training session. Allow trainees enough time to practice new material.
Trainer & After training
Do a follow up to find out what trainees thought of the training program so that you can modify anything that might have been unclear.

Trainee & Pretraining
Decide what type of training is needed to increase work productivity.
Trainee & During training
Attend training program. Make sure to ask lots of questions and practice techniques repeatedly.
Trainee & After training
Apply what was taught in training program to work.

#2 One way to increase the likelihood of transfer of training is to provide instruction in self-management techniques at the end of the program. A self-management instruction would include discussing lapses, identifying skills targeted for transfer, identifying personal or environment factors contributing to lapse, discussing coping skills and strategies, identifying when lapses are likely, and to discuss resources to ensure transfer of skills.

#3 Trainees can support each other so that transfer of training occurs is to set up a support network. A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This involves meeting face-to-face or through email to discuss their experiences through the training, what resources they obtained to use with training, and/or how they cope with work environment interference. Another way trainees can support each other is by a newsletter. Included in the newsletter might be interviews with employees who had a successful training experience or a way for trainees to gain a mentor.

#4 I could only find one technology that might be useful for ensuring transfer of training include Electronic performance support systems (EPSSs). EPSSs are computer applications that can provide skills training, information access, and expert advice. EPSS can enhance transfer of training by providing trainees with an electronic information source that they can refer to on an as-needed basis while they attempt to apply learned capabilities on the job. Trainers can also use EPSS to monitor their trainees. It can provide the trainer with information about the transfer of training problems trainees might encounter.

#5 Knowledge is what individuals or teams of employees know or know how to do as well as a company’s rules, processes, tools, and routines. Knowledge is important because knowledge is what training is built upon. Without knowledge their would be no way to train employees on skills they need for their job. Having the proper knowledge of a subject ensures that employees will be able to increase productivity the moment the training program is over. Companies manage knowledge by:- the use of technology and software so employees can store information and share it with others through a company intranet- publish directories that list what employees do, how they can contacted, and the type of knowledge they have- develop informational maps that identify where specific knowledge is stored in the company- create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information- require employees to give presentations to other about what they have learned- allow employees time off to acquire knowledge, study problems, etc.- create an online library of learning resources