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How to Reinforce Learning after a Training Exercise

Published: September 13, 2016

The recent whitepaper, “Modern Corporate Learner” by Bryan Austin, reported that only 1% of our employees dedicate their time to learning new skills, on-site training and development on a weekly basis. Spending ample time with training and development is not the only thing that is required by today’s professional to excel in their respective fields. The best way to prolong the effects of training and to effectively use it in the professional routine is to use reinforcement to make learning stick. In order to promote a dynamic work environment in today’s professional world, it is inherent that employees find more time to engage in meaningful training and development exercises.

Generally, employees don’t have enough time for learning and training exercises. They have even lesser time to enforce it at the workplace. We ask this question, “Are employers and organizations just wasting their money that they are spending on their employee development?” After a formal training event, a large percentage of employees or attendants have no recollection of the objective or what they learned. The short attention span reduces the amount of information that an attendant memorizes.

According to a report by the MASIE Center, a think tank that researches learning and technology, indicated that employees tend to complete only 15% of training programs that they have been assigned. That shocking revelation can be accounted for the loss of revenue that an organization spends on the development of their employees. These learning chunks are becoming sparser by the year and the attention span of an average employee is shrinking every year.  Companies have resorted to investing in short learning courses but even those are not getting the attention they deserve. Most corporations are taking an active interest in developmental videos that are no longer than 10 minutes!

Despite all these shocking and disturbing facts, corporations worldwide are spending $355 billion on an annual basis, $160 billion of which is spent in North America alone. Corporations do realize that learning and development has a dominant role to play in the advancement of an employee and the organization, but they are also actively thinking about reducing the wastage of resources by maximizing the effects of developmental courses through reinforcement at work.

Here is how you can enforce learning in your organization;

Mentoring

Formal training will not prepare the employees for the complications of implementing their knowledge at the workplace. Theoretical knowledge is different from practical implementation and a good mentor can help guide learners apply their training to various problems that occur at the workplace. Effective mentoring, implemented through HR software, can help enhance the long-term development of an employee by reducing cost, providing confidentiality, engagement, teamwork and the advantages of effective communication through the ranks.

On-The-Job Experience

If you thought that there was any other reinforcement activity more potent than OTJ experience, then you are wrong. On-the-job training is crucial for building a strong and effective learning culture at the organization and thus, giving the employees the chance to identify better opportunities from miles away. OTJ experiences also give employees the advantages of realistic scenarios with unexpected outcomes. Finding a solution can enhance their leadership skills and impact the organizations in a positive way.

Micro-Learning

On-the-go learning solutions are quite popular nowadays and due to a good reason. These bite-sized learning exercises like short videos, on-the-job training and online courses allow the professionals to reinforce training by accommodating their knowledge into their daily activities.

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