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Transferring Learning into the Workplace and Measuring Performance Improvement

Transferring Learning into the Workplace and Measuring Performance Improvement. Training Providers Competency Skillnet Conference 25 September 2009 Dr Cyril Kirwan. The importance of measuring performance improvement.

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Transferring Learning into the Workplace and Measuring Performance Improvement

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  1. Transferring Learning into the Workplace and Measuring Performance Improvement Training Providers Competency Skillnet Conference 25 September 2009 Dr Cyril Kirwan

  2. The importance of measuring performance improvement • A lot of money is invested in learning and development interventions (2% to 5% of payroll costs) • Attention is being focused everywhere on value for money • Those interventions that can’t demonstrate a return on that investment are less likely to proceed

  3. The importance of learning transfer • Research has demonstrated the important influence of many factors on learning transfer (i.e. application and maintenance of learning back at work) • Estimates suggest only between 10% and 30% of the investment in learning and development actually translates into changed behaviour • In order to derive the most benefit from training resources, it is necessary to look at the whole learning system • If not, there is a risk of ignoring more than 70% of the factors that contribute to learning transfer

  4. EVALUATING LEARNING EFFECTIVENESS WORK ENVIRONMENT Peer, manager and organisation support FRAMEWORKS TOOLS AND TECHNIQUES INPUTS Training content and design OUTCOMES Reactions, Learning, Behaviour, Results, RoI

  5. Model of learning transfer

  6. Evaluation – important questions • Why do I want to know this? • What will I do with the information?

  7. Evaluation of programme outcomes

  8. Evaluation of programme content and design (inputs) • Link with training needs analysis • Balance of theory and practice, in particular sufficient time allocated for practice • Variety of methods • Distributed vs massed learning • Adult learning principles • Learning situated in participants’ actual work • Reflection, goal setting and action planning • The skills and expertise of the trainer/facilitator

  9. Evaluation of work environment factors • Motivation to learn (link to TNA) • Motivation to transfer • Personal ability to transfer • Peer support • Manager support • Organisational climate for transfer

  10. And finally…. • A word on learning outcomes • Participant may acquire new knowledge or a new skill • Participant may discover how much or how little they already knew, and now have a framework into which to put it • Participant may completely change the way they think about something, e.g. their role, themselves • All of these outcomes are valid and should be considered

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