dq3-1 hector
reply to the students’ response and not the question in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name
question
What can be done to motivate managers to ensure transfer of training?
Student response
In order to ensure organizational success, managers have a duty/obligation to make sure transfer of training occurs. There are a number of things that can be done to help motivate managers to ensure that this is accomplished. According to Noe, R. E. (2017) “To maximize transfer of training, trainers need to achieve the highest level of support possible. Managers can also facilitate transfer through reinforcement (use of action plans). An action plan is a written document that includes the steps that the trainee and manager will take to ensure that training transfers to the job. The action plan includes (1) a goal identifying what training content will be used and how it will be used (project, problem); (2) strategies for reaching the goal (including what the trainee will do differently, resources needed, and the type of support from managers and peers); (3) strategies for receiving feedback; and (4) expected results. (Page 229). Nothing is worse than being out of the know, and heavy involvement from managers in a training program/plan will only benefit all parties involved in the success of the trainee and organization. Further more great managers success is also based on the development of their subordinates, and if that is not motivating enough to ensure transfer of training then they may be in the wrong job. Noe, R. E., also mentioned that “Typically, 10 percent to 30 percent of bonus pay is based on development”. (Page 232).
In my role in supporting the Sales Desk at Transamerica, a huge part of the income in these roles comes from commission so the transfer of training with these individuals is vital to the overall success of the internal wholesaler (new hire) as well as the Assistant Vice Presidents (direct supervisors). Our training team is dedicated to not only ensure trainees learn the skills, products and processes but to also be an asset to the team their are assigned to. A needs assessment is done for every individual to ensure efficiency and maximized training tailored to that new hire. We have learned that all new hires have a different skill level and some may need more training than others. An action plan is developed as well as shared to their AVP. Through this training program the dedication of the trainee as well as their direct supervisor is critical, as it consists of a mixture of classroom and shadowing. Heavy involvement throughout is necessary in order to ensure the training plan is executed correctly. The expected result is not only motivating for the manager but also for the organizations strategic goals. The results in the effectiveness of transfer training in a sales environment will be apparent rather quickly as they directly impact their income as well as their supervisors commission plan. An article from Friedman, S., & Ronen, S. (2015) stated “The field experiment tested the hypothesis that sales supervisors who form implementation intentions at the end of an organizational training program apply the acquired selling skills to a greater degree than sales supervisors who only repeat their own words.”
REFERENCES
Friedman, S., & Ronen, S. (2015). The effect of implementation intentions on transfer of training. European Journal of Social Psychology, 45(4), 409-416. https://doi-org.nuls.idm.oclc.org/10.1002/ejsp.2114
Noe, R. E. (2017). Employee Training and Development 7e. NY: McGraw Hill.
