As someone who cares about the prosperity of your business, you want your employees to be able to apply the knowledge acquired from the training programs to resolve real problems at the workplace. You have invested time, money, and effort to train your employees; you want to make sure that they DO and not just recite theories, quote statistics, and recount case studies. You want your employees to be able to figure out what is wrong with a machine and fix it, than just know the troubleshooting tips.
Unfortunately, transferring learning is easier said than done. According to research, packing your courses with punchy content does not always deliver the knockout effect you desire.
Learning transfer is challenging because human beings are complex individuals and every person is different from the other. It is difficult to predict how each of them will respond to a course. One game that appeals to the intelligence of one learner might be too challenging for another one. Again, someone may comprehend an idea very well during the training but may not be able to apply his knowledge to solve a real-world problem.
The most powerful reason why learning transfer is ineffective, as was revealed during the ATD International Conference & Exposition 2016, is that 90 percent of training is designed without a well-defined strategy that facilitates it.
There are various other factors that determine how efficient the transfer of learning will be. Read this paper to find out. When you have an idea of the variables you have to work with, you can design more effective training programs.
As a training manager and an eLearning designer, you have to provide a COMPREHENSIVE learning experience. You have to keep in mind that learning does not start and stop with the training session. You have to take care of all the stages of learning transfer: before, during, and after training.