Active Training: A Handbook of Techniques, Designs, Case Examples, and Tips, 4th Edition

Many training efforts never get off the ground because they are not integrated into the workplace. What truly separates effective from ineffective training is the explicit attention given to back-on-the-job application. Without it, the benefits of even the best learning events are not realized.

The application phase is often the most neglected part of a training design. It can be difficult in both design and implementation, but it is critical. Happily, there are many ways to design your program so that the training sticks and back-on-the-job application occurs. These suggestions will cover three time periods: before the training event begins, while it is in progress, and after it concludes.

PRIOR TO THE TRAINING PROGRAM

Training produces value when it is applied to the organization's work. A critical part of your job is to ensure that participants transfer what they have learned from classroom to job. Start by pre-training participants' supervisors. When they receive such training, supervisors are able to serve not merely as managers but also as mentors, coaches, role models, and encouragers. When training sessions are followed up with on-the-job support, up to a 300 percent return is realized on every dollar invested. Conversely, little retention of skills occurs after training if management fails to reinforce it.

Of course, this step may initially be expensive, time-consuming, ...