Review, summarize and demonstrate

Encouraging critical thinking has been shown to increase learning retention rates over time,

To ensure that the learning of the trainees from training program will stay longer, the HR Manager will
going to Design a learning modules for the trainees in able for them to review and summarize what they
have learned during training.
In addition, HRM willl prepare a review questionnaire at the end of learning modules alongside group
training and feedback sessions, where participants have to summarize and demonstrate what they have
learned.

7 Great Management Lesson for Product Manager

1. Learn to See Customers as Unique People
Product Managers work to develop a specific profile for each distinct customer group they serve or
desire to attract. As long as the distinguishing characteristics of each persona are meaningful, the
product manager can guide the various functions to develop unique offerings and tailor marketing
approaches.
2. Learn to Lead Across Functions
product managers are often involved in many of the core strategy decisions of a firm. After selecting
markets and customers, the detailed work of identifying unique offerings and guiding critical pricing and
positioning decisions are part of the product manager’s responsibilities.
3. Develop as a Strategist
product manager has the challenging task of leading others and being accountable for results without
the luxury of direct authority. Any role where you learn to drive results through others without formal
authority is a great teaching role.
4. Develop Diplomatic and Political Skills as a Matter of Survival
Spend a day shadowing a product manager and you’re likely to participate in customer calls, field
inquiries from salespeople, run a meeting with engineering, meet with customer support to hear about
quality issues, and participate in a webinar with your marketing friends. At every encounter, you’re
faced with issues and people demanding decisions or commitments. Your diplomatic skills allow you to
navigate these challenging encounters in the best interests of your firm and your customers.
5. Learn to See the Entire Experience
Customers evaluate your offerings for the entire experience, not just the physical product or actual
service. If the product is great, but customers struggle to understand the documentation and cannot
reach support for answers, this will reflect poorly on your product and sales results and reputation will
suffer. Product managers are accountable for the “whole” offering, including the physical product or
actual service and all of the customer touch-points surrounding the offering.
6. Cultivate Great Communication Skills
From your first day on the job, you’re engaged with customers and colleagues in other departments,
and after some time on the job, you’ll find yourself serving as a frequent contributor at executive
meetings. You learn quickly to adapt to different audiences and you learn that your ability to
communicate effectively is your most critical asset.
7. Learn to Make Profitable Tradeoffs
In your role, you are choosing where to invest your firm’s money in developing new and enhancing
existing products. Every decision has a cost and an implication and product managers are constantly
called upon to make priority tradeoffs.

Engineering might have limited resources to work on your offering and instead of your top five feature
requests, they might only be able to deliver three in the time-frame you specified. It’s up to you as the
product manager to select the features to be left behind.

If you want more time to train your sales team on your latest offering, you’ll have to negotiate for time
on the schedule with the sales executive.

Need to drop your price due to a competitor’s action? You’ll be spending time convincing your finance
department why they should make less money on every product they ship.

These tough decisions are daily issues for product managers, who become masters of managing
tradeoffs.

Who work to develop a specific profile for each distinct customer group they serve or desire to attract.
1. Purchasing Manager
2. Engineering
3. Marketing Manager
4. Product manager

The product manager has the challenging task of leading others and being accountable for
results without the luxury of direct authority. who is the manager has similar role as it.
1. Project Manager
2. Purchasing Manager
3. Marketing Manager
4. HR Manager

To facilitate the generalization and maintenance of the transfer training, HR Manager should utilize the
trainees' training situation. As for instance, the way tarinee do her task/Job, is sees that she could
generate a good output if she was in an isolation place. His behavioural and mentally aspect must be
considered by an organization. In addition, to varying the training to achieve a desired outcomes.
Training session could be held in some instances at either by peer or through mentoring. This session
may facilitate the the maintenance and generalization of learning and help ensure that learnings
acquired were not limited only and keep widen after the training transfer into the workplace.

The HR Manager Role's at the close of transfer training is to help facilitate and maintenace of relevant
acquired learning at the workplace. A variety of technique can be used toward the end of transfer are;

1. Repeating practice of newly acquired skills so that they are overlearned, that is, employee will
continue perform his obtained knowledge.

2. Holding a training sessions in a variety of workplace, finding variant locations where newly acquired
knowledge can be practiced, through this employee's learnings would be stay longer and will never be
forgotten.

3.

3. Using role plays which present unpredictable, stressful and novel situations to the adolescents which
they may encounter once they leave therapy.

4. Helping the adolescent join already existing community groups which will
foster the maintenance of new behaviors, e.g., joining "Y" sports programs, Weight
Watchers and other such natural groups which provide a social system that reinforces
the behavior.
5. Using multiple models who exhibit the desired terminal behavior not only to
facilitate the acquisition of the behavior but also to increase the number of dis-
criminative stimuli which control the behavior, thus increasing the potential for
the generalization of the behavior to desired contexts.

https://www.knowbly.com/post/active-learning-strategies-passive-is-out-active-is-in

https://www.thebalancecareers.com/the-12-best-ways-to-do-on-the-job-training-1918800
Great Job Training Ideas for Employee Development On-the-Job BY SUSAN M. HEATHFIELD

Published on: 24 Apr 2017 by Nikos Andriotis, 7 mins to read https://www.talentlms.com/blog/8-tips-

techniques-learning-retention/

Bruce, R. W. (1933). Conditions of transfer of training. Journal of Experimental Psychology, 16(3), 343–

361. https://doi.org/10.1037/h0074550