This paper examines evidence-based approaches to improve employee training and development within organizations. It identifies three primary methods to increase learning transfer: assigning dedicated mentors, providing written training materials, and cultivating a learning-focused employee mindset. The paper also addresses three major obstacles that impede effective training: inadequate training materials, trainer apathy, and a toxic company culture. By understanding both facilitators and barriers to learning, organizations can design more effective onboarding and professional development programs that support employee success and organizational performance.
When it comes to employee training and development, there are ways to increase the transfer of learning and knowledge, and obstacles that can hinder that same transfer. The first way to increase learning is to match employees with specific mentors (Harrison, 2005). It can be difficult to teach an employee the correct procedures when multiple people are providing information. Some of the information will conflict, and that can leave the new employee confused about what he or she needs to be doing (Harrison, 2005). Instead of taking that risk, it is much better to ensure the employee has one person he or she can approach to ask questions and receive information from. The employee will learn more, and that learning will come faster and more easily, as well.
Another way to increase learning comes from providing written information. Not everyone learns easily by hearing information spoken aloud (Noe, 2009). Having an employee handbook or other types of written materials—especially documentation on specific procedures that must be performed a certain way—can go a long way toward ensuring an employee has access to the knowledge needed to be successful in a new position (Noe, 2009). While it is easy to assume that an employee will figure things out or that verbal instruction alone is sufficient, this approach has simply not proven effective in many situations. When training is provided in writing, learning is facilitated (Noe, 2009).
A third way to increase learning involves the employee's mindset. When an employee is focused on learning and open to various kinds of training, that employee will learn more and be better prepared for the task at hand (Harrison, 2005). Not all employees possess this mindset, unfortunately, but it is very important when it comes to ensuring that training goes smoothly and is as successful as possible.
Just as there are effective ways to advance learning, there are obstacles that block it. One significant obstacle is a lack of proper training materials. Whether these materials are printed, in audio or video form, or located online, it is important that employees being trained have access to materials that can be reviewed when necessary (Noe, 2009). Unfortunately, too many companies do not offer these training materials, or they fail to update them frequently. This can lead to employees who feel they are not receiving proper training, and the resulting frustration can easily affect their job performance (Noe, 2009).
A second obstacle that hinders learning is apathy on the part of the person training the new employee. When a mentor or group of colleagues slack off and show disinterest in their work, the new employee quickly learns and adopts that same attitude (Harrison, 2005). Unfortunately, once this mindset takes hold, it can be difficult to change. It is vital that employees receive thorough training from their first day on the job, and that training comes from people who are enthusiastic and trustworthy (Harrison, 2005). A failure to meet these standards could result in a new employee who lacks commitment to the job or company and who has been trained to cut corners from the beginning.
"Collaborative environments enable learning; toxic cultures inhibit it"
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