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Case Study Series Mini Case Studies of TransferLogixTM & LTSITM Applications

TRAN NSFERLO OGIX CAS STUDIES SE


PUBLICSEC CTORORGANIZATIONSINC CLUDINGEDU UCATIONAL ANDTRA AININGINSTIT TUTIONS Who Need Natio onaltraininginstituteforpublicsector radministrato orsinMalays sia. mentinthetrainingofupp perleveladministratorsinthepublicse ectorin Increasinginvestm aniedbypressureforacco ountabilityfor rtrainingexpendituresand Malaysiaaccompa applicationoflear rningonthejob. Sever ralhighprofil leprofessiona aldevelopme entprograms wereexamin nedtomore thoro oughlyunders standthefact torsaffecting gpublicsecto oradministrat tors1)motiv vationto trans sferofnewsk killandknowledgetothew workplaceand2)toengag geinknowled dge sharingbehaviorf followingtraining. Trans sfersystemanalysisidentifiedseveralk keypreandp posttrainingfactorsaffect ting motiv vationtotran nsferandknowledgeshari ngthatledto othedevelop pmentofstrat tegiesto enhancemotivatio onandpromo oteadministr ratorsknowledgesharingintheworkp place. Alcoh holanddrugaddictionoff ficeinastate edepartment tofsocialser rvicesintheU U.S. Subst tantialexpendituresonaf frequentlyco onducted5da ayclinicalsup pervisionwor rkshopby anex xternalprovid derprompted dinterestinu understanding gmoreabout ttheprogram ms effectiveness. Gainanenhanced dunderstandingofthestre engthsandw weaknessesof ftheclinical rvisionworks shopandthelearningtran sfersystemc catalystsandbarriersfacedby super traine eeswhenthe eyreturnedto oworkaftert training. Resultsindicateds severalstrong gfacilitators oftransfer(e experientialnatureofthet training andt thetransferrelatedmotiva ationofsupe ervisors)buta anumberofc criticalbarrier rs(the absen nceofconseq quencesfortr ransfer,limite edmanageria alsupportfor rtransfereffo orts,and limite edopportunit tytousenew wlearningon thejob).Rec commendatio onsforimpro ovingthe traini ingprogrami includedenha ancingfronte endanalysist tomoreclose elytietrainingcontent totra aineejobrequ uirementsandatthesame etimereduce etrainingtim me.Transfers system impro ovementscen nteredondev velopingand implementin nganinforma alrewardsyst tem, developingthecapacityofman nagerstopro videongoing gcoachingand dfeedbackfo or learningtransfer,andtheimple ementationo ofposttrainin ngmechanism mssotraineescan netw workandcollaboratewithp peersandcol leaguesabou uttrainingtra ansfer.
LearningTransferSoluti ionsGlobal,alllrightsreserve ed www.LTSGlob bal.com (888) 877-9531

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LocalgovernmentsponsoredorganizationintheU.S.thatplans,funds,develops,and evaluatesdevelopmentalprogramsandpoliciesthatpromotethewelfareofchildren andfamilies. Substantialandcontinuingexpenditureontrainingoffamilycounselorsbyoutsideprovider promptedinterestinmorefullyunderstandingtheprogramseffectivenessandhow changesincounselorpracticecanbepromoted. Indepthtrainingevaluationexaminingleveloflearningandtransferfroma5daytraining programforfamilyservicescounselors,barrierstolearningandtransfer,andstrategiesfor improvinglearningandtransfer. Resultsshowedsignificantincreasesinknowledgeandskillsasaresultoftrainingbutonly limitedtransferofthosesameskillsovera30dayperiodfollowingtraining.Despitehighly motivatedtrainees,substantialbarrierstotransferincludedlimitedjobrelevanceof trainingcontent,alackofresourcesandonthejobopportunitiesforapplyingnew learning,lowlevelsoftraineepersonalaccountabilityfortransfer,andtheabsenceof formalorinformalrewardsystemslinkedtolearningtransfer.Strategiesforimproving transferfromsubsequentprogramsincludedadvanceassessmentofneedsand modificationoftrainingcontenttobettermeetjobrequirementscoupledwithatrainee selectionprocesstoidentifyindividualsmostlikelytoprofitfromtraining,implementation ofaninformalrewardsystemtosupporttransferefforts,andinstitutingan employee/supervisortransfergoalsettingprocess. StatedepartmentoftransportationintheU.S Increasedallocationoftrainingdollarstothisdepartmentwasaccompaniedwitha mandateforincreasedaccountabilityfortrainingresults. Twomajorgoals:1)Analysisofthecatalystsandbarrierstoonthejobuseofskillsand learningacquiredintrainingseveralgroupsofemployeesincludingengineering technicians,engineeringtechniciansupervisors,highwaymaintenancepersonnel,highway maintenanceforemenandsupervisors,andmobileequipmentoperators;2)Identify competenciesneededbytrainersandotherkeypersonneltoreducebarriersandsupport learningtransfer. Resultsshowedtraineesacrossallgroupsweremotivatedtotransferlearningbutfaced substantialbarrierstotransfer.Theseincludedtheneedforenhancedsupervisorsupport (bettercoachingandfeedbackfortransferandincreasedopportunitiestousenew learning)andbetterpretraininginformationandpreparationfortraining. Recommendationscenteredonthedevelopmentoftrainingprogramstodeveloptransfer supportcompetenciesintrainersandsupervisors.

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LearningTransferSolutionsGlobal,allrightsreserved www.LTSGlobal.com (888) 877-9531

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Astatedepartmentofdisabilityservicesthatprovidessupportandresourcestoassist personswithdisabilities. Increasedallocationoftrainingdollarstothisdepartmentwasaccompaniedwitha mandateforincreasedaccountabilityfortrainingresults. Toidentifycatalystsandbarrierstoonthejobuseoflearningacquiredinrehabilitation counselortrainingandidentifycompetenciesneededbytrainersandotherkeypersonnel toreducebarriersandincreaselearningtransfer. Severalsubstantialbarrierstotransferemergedinthisorganizationincludinglackoftime andopportunitytoexperimentandusenewlearningonthejob,workgroupresistanceto theuseofnewskillsandabilitiesintheworkplace,absenceofmanagementand supervisorysupportfortransfer,andpretraininginformationandpreparation. Recommendationscenteredonthedevelopmentoftrainingprogramstodeveloptransfer supportcompetenciesintrainersandsupervisors. GoverningandoversightboardforgaminginCanada. Substantialinvestmentinlargescalesupervisorytrainingprogrampromptedneedto facilitateprogramsuccess. Topromotesuccessofupcomingimplementationoflargescalesupervisorytraining programananalysisoftheorganizationaltransfersystemwasdonetoidentifypotential barrierspriortotrainingprogramimplementation. Potentialbarrierstosuccessfultransferidentifiesandstepstakentomakesnecessary changescouldbemadepriortoreleaseoflargescalesupervisorytrainingprogram. ThreelargepublicsectororganizationsinJordan. Reformofcertaincivilservicepoliciesledtomodificationofsupervisoryjobsand subsequentincreasedinvestmentinsupervisorytraining. Tofacilitatediagnosisthetrainingneedsandimprovetheoutcomesofsupervisorytraining. Improvedfidelitybetweentrainingcontentandjobrequirementsimprovedtraining outcomesandstrengthenedtraineesconfidenceinusingtrainedskillsandexpectations abouttheperformanceimprovementutilityoftraining.

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LearningTransferSolutionsGlobal,allrightsreserved www.LTSGlobal.com (888) 877-9531

PRIVATESECTORFORPROFITORGANIZATIONS Who Need PetrochemicalmanufacturingplantintheU.S. Followingamultimilliondollarinvestmentinthedevelopmentofanewcomputerbased trainingsystemtostreamlineandincreasetheefficiencyofongoingproductionoperator trainingandcertificationtherewasaneedtobetterunderstandsystemeffectiveness. Employeesfromseveralproductionunitsintheplantwerefollowedthroughmultiple certificationtrainingmodulestotracklearning,transfer,andtoanalyzefactorsaffecting thetransferofcomputerbasedproductionoperatorcertificationtraining. Resultsshowedthetransferofhighlycriticalknowledgeandskillslearnedincomputer basedcertificationtrainingmoduleswassignificantlyinfluencedbythesupportand feedbackfromworkgroupmembersandnormativeexpectationsaboutgroupmember workbehavior.Analysisledtothedevelopmentofstrategiesforstrengtheningwork groupsupport. ProminenthotelsinChina. Increasingexpendituresontrainingcoupledwithuneventrainingresultsacrossemployee groupspromptedinterestinunderstandingmoreaboutthedifferencesandhowto improveoveralltrainingeffectiveness. Toexaminelearningandchangesinjobperformanceresultingfromthetrainingofboth managerialandnonmanagerial,frontlineemployees(e.g.,frontdesk,housekeeping, etc.),barrierstotransfer,andstrategiestoimprovetransferoutcomes. Resultsshoweddifferencesinlearningandtransferprimarilyasafunctionoftransfer motivation,transferexpectationsandinterpersonalsupport,particularlyfromsupervisors. Strategiesforimprovingbothlearningandtransferincludedengagingemployeesandtheir immediatesupervisorsintheplanningstagesofthetrainingtoencourageagreatersense ofownershipinthetrainingprocess,engagingsupervisorstoprovidemoreactivesupport, anddevelopingpositiveexpectationsthroughthedevelopmentoftransferreward systems.

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LearningTransferSolutionsGlobal,allrightsreserved www.LTSGlobal.com (888) 877-9531

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Consulting,manufacturinganddistribution,andhealthinsurancecompaniesinBelgium. Shrinkinghumanresourcebudgetsledtodesiretomaximizeeffectivenessoftraining investments. Toexamine40differenttrainingprogramstoidentifytransfersystemfactorsassociated withhighlevelsoftransferwithrecommendationsfortrainingimprovement. Analysisprovidedimportantinsightsintoantecedentsoftrainingtransferincludingthe needforhighfidelitybetweentrainingdesignandjobrequirements,learnerreadiness, motivatedandconfidenttrainees,andtheprovisionofopportunitiestousenewlearning assoonaspossiblefollowingtraining. Aleadingglobalbusinessconsulting,technologyandstrategicITserviceprovider. Increasedallocationoftrainingdollarstothisdepartmentwasaccompaniedwitha mandateforincreasedaccountabilityfortrainingresults. Toanalyzebarriersandcatalyststolearningtransfer. Transfersystemanalysisdataprovidedstartingpointfordiscussionsabouthowtoimprove thetrainingprograms. ProminentglobalfinancialservicescompanyinGermany. Enhancemanagementandleadershipskillsamongmidlevelmanagers. Improvelearningtransferthroughanalysisofworkenvironmenttodeterminefactors supportingandblockingapplicationofnewlyacquiredmanagementandleadershipskills. Reductionoftransferbarriersformidlevelmanagersassociatedwithimproved performanceandmoraleofsubordinates.

LearningTransferSolutionsGlobal,allrightsreserved www.LTSGlobal.com (888) 877-9531

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Globalhightechcommunicationsengineeringandmanufacturingcompany. Increasingproductcomplexityhasdemandedanemphasisandimprovementinthe capacityofserviceengineerstotroubleshootandservicehightechproductsfortheir customers. Toidentifybarriersassociatedwiththetransferofinstructorledtrainingdesignedto prepareserviceengineerstoperformservicesontechnicalequipmentatclientsites. Supportfortransferfromcoworkersandpeers,constructivefeedbackaboutservice performance,andmotivationtotransferallassociatedwithincreasedtransferoftrained skills.Dataprovidedbasisforstrategiesandrecommendationsforfurtherenhancing transfer. FullservicehospitalinthenortheasternU.S. Trainingcriticalcarenursestodealeffectivelywithstrokesandstroketraumaessentialin afullservicehospitalrequiresthatlearnedskillsbetransferred. Toexaminetheeffectivenessofastroketrainingprogramandimprovelearningtransfer throughanalysisofworkenvironmenttodeterminefactorssupportingandblocking applicationofskillslearnedbynursesinastroketrainingprogram. Developmentofstrategiesforreducingtransferbarriersfornursesandimprovingtraining effectivenessandpatientoutcomes. TheCorporateEducationUnitofaprivateCollegeinCanada. Increasingcompetitionforcorporatetrainingdollarsamongcollegesanduniversities providingprofessionaldevelopmentopportunitiesspurredneedforcompetitive advantage. ToprovideCorporateEducationUnitclientswithananalysisoftransfersystemto identifybarrierstotransferandgeneratestrategiestoovercomebarriersandincrease trainingeffectiveness. Strategiesgeneratedfromdataweresuccessfullyusedtofacilitatethemanagementand improvementoftransferfollowingtraining.

LearningTransferSolutionsGlobal,allrightsreserved www.LTSGlobal.com (888) 877-9531