Lesson Plan and Transfer of Training

Lesson Plan and Transfer of Training - Lesson Plan and...

Info iconThis preview shows pages 1–5. Sign up to view the full content.

View Full Document Right Arrow Icon
Lesson Plan and Transfer of Training Darwin Quintuna 1
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
DeVry University
Background image of page 2
Lesson Plan and Transfer of Training The training needs assessment has been performed and now our next step is to construct a lesson plan. Within this lesson plan we need to assure that the transfer of training is exchanged accordingly. For this to take place, a cost-benefit analysis needs to be conducted. It is imperative at this level of training and development to conduct a cost-benefit analysis for Verizon Wireless Corp. This method/technique is designed to determine the feasibility of a training project or plan by quantifying its costs and benefits; meaning that the benefits are greater than the costs. Five primary components are involve in the cost benefit analysis which include direct costs, indirect costs, development costs, overhead costs and total training costs. These are costs that are directly related to the training; costs which are common to all training; costs incurred during the introduction and development of new training to improve on existing training; indirect or fixed costs not directly related to training; and the total training costs. After the analysis was configured, the benefits of the training were greater than the costs. This cost- benefit analysis is shown in Appendix B. Training at this point is essential and need to ensure what is learned in training is applied on the job. The transfer of training needs to take place. This “refers to the trainees’ effectively and continually applying what they learned in training (knowledge, skills, behavior, cognitive strategies) to their jobs” (Noe, 2008, p. 169). The transfer of training includes two key elements that are generalization of training to the job, and maintenance of the learned material. Generalization refers to a trainee’s ability to apply learned capabilities such as verbal knowledge, motor skills, behaviors, etc., to any on-the-job problems and situations that are similar but not identical to those problems and situations encountered in the learning environment. Maintenance refers to the process of continuing to use newly acquired capabilities over time (Noe, 2008, p. 169). The transfer of training as we know is influenced by three factors which are the training design, trainee characteristics, and the work environment. We have also acknowledged that the learning environment will influence the transfer of training. From the desired training outcomes of our training needs assessment, it was determined that the trainee characteristics such as basic skills, motivation, and low self-efficacy would be conquered with strategically designed and properly conducted training. Within the work environment there are four elements which will 3
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
have a direct influence on the transfer of training such as manager’s support, peer support, technology support, the climate for transfer, and the opportunity to use newly acquired capabilities on the job. The climate for the transfer of training must be positive in order for the other elements to
Background image of page 4
Image of page 5
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 10

Lesson Plan and Transfer of Training - Lesson Plan and...

This preview shows document pages 1 - 5. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online