Social Learning And Transfer Of Training Theories

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There are many ever changing components in the world of training and development. The most important of which I think has the most significant impact is knowing your audience and understanding, as a trainer, how to deliver the training. These two things will help identify who is taking the training, what the motivation may be, and the methods by which the trainings should be delivered. Understanding the learning and transfer of training theories will help make the training process more effective for all. There are many reasons why staff takes training. Some trainings in the workplace are mandatory while others are required to gain new skills, master skills, or simply, for one’s own professional development.
Trainings that are
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An employee fully engaged is more likely to willingly participate in mandatory trainings versus an employee who is looking for another job. The first feels invested and their self-efficacy is higher than the latter. Because of these reasons, the effectiveness of these trainings is in question when presented in person. In my opinion, these required type; informational trainings are best presented using interactive, self-paced technology.
If a staff member is seeking new skills or to master a specific task, according to the reinforcement theory they will likely seek approval from their supervisor based on behavior modification and positive reinforcement. Also, from the social learning perspective, they learn by observing others whom they believe and credible and knowledgeable and then model that behavior or skill that is rewarded and adopted by the observer (Noe, 2013). The expectancy theory comes into play when there is a belief that links the action of trying to perform a behavior and actually performing it well. The belief is that attending a training program is associated with better job performance. Employees seeking an increase in salary or a promotion are likely to seek out their own professional development opportunities as they believe the more they learn and seek to improve; the more the reward. The big key here relates to knowing your staff and understanding what actually motivates
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Training isn’t a cookie cutter need. Training is a need that requires full attention to stay competitive in todays market. Understanding the employees and how they learn and what motivates them may very well be the key to sustain an edge over the competitiors. Van Genderen, in his article, Sustainable Competitive Advantage: Effective Andragogy supports this thought process by agreeing that unfortunately, mass trainings, generic teaching/learning approaches, matched with the management theory of the month is unlikely to give any organization a true edge over its global competitors. To be effective, development schemes must be personalized, and carefully designed to match the capabilities, learning style, experiences, and future needs/aspirations, of the individual – as well as the organization (Van Genderen,

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