Some researchers report that learners on corporate training programmes apply less than 20% of what they have learned to their jobs. If true, this represents a massive waste of time and money.

Organisational learning is more strategically important than ever before. The L&D function is increasingly under the spotlight to provide evidence that training interventions improve workplace performance. This means that we have to bridge the gap between what people learn on a formal learning programme and the application of that knowledge and skill to the job. This needs a coherent learning transfer model.

‘Managing Learning Transfer’ gives L&D managers and consultants the tools and means to drive learning interventions that result in measurable performance improvement. This offers L&D a great opportunity to spearhead improved business performance, whilst enhancing their own credibility and status across the organisation.

What's included in the course?

  • Facilitated discussion around learning transfer issues
  • Practical tips and models for improving learning transfer
  • Applying learning transfer principles to an L&D assignment of your choice
  • Evening work

What the delegates will learn

  • Explore how a systematic approach to learning transfer can help training interventions add value
  • Select effective learning transfer practices and implement them
  • Evaluate current learning transfer practices to identify areas for improvement
  • Enhance personal credibility by obtaining a professional qualification, the Certificate in Managing Learning Transfer

Next steps

  • Designing a Business Driven L&D Strategy
  • Leading the L&D Function
  • Digital Transformation

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There are no formal prerequisites for this course, it is suitable for L&D Managers and L&D Consultants who are responsible for the implementation of strategic and bespoke learning interventions.

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Assessment information

Apply the TAP learning transfer process to a chosen learning intervention in accordance with the TAP Managing Learning Transfer Skills Profile.

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Session details

Session 1 - Understanding learning transfer
In this session, we consider:

  • Re-thinking L&D
  • Defining learning transfer
  • Performance improvement
  • Learning transfer and evaluation models, the new finish line
  • A culture of transfer
  • Roles in learning transfer
  • Factors that influence transfer
  • Building credibility for L&D

Session 2 – Collaboration and accountability – the key enablers
In this session, we consider:

  • The importance of collaboration
  • Building effective relationships
  • The art of persuasion
  • Roles in building collaboration
  • Benefits of establishing accountability
  • Accountability tools
  • Roles in establishing and accepting accountability

Session 3 – Being outcomes driven
In this session, we consider:

  • Engaging with the programme sponsor to clarify expectations
  • Defining the measurable business benefit of a learning intervention
  • Identifying the critical behaviours that will drive the business benefit

Session 4 – Designing for learning transfer
In this session, we consider:

  • Recognising the new finish line
  • Design considerations for the entire learning transfer process – before, during and after learning
  • Roles in designing learning

Session 5 – Delivering for learning transfer
In this session, we consider:

  • Pre-delivery activities
  • Supporting motivation and self-efficacy during delivery
  • Assessing learning and planning transfer
  • Roles in delivering for transfer

Session 6 – Supporting workplace application
In this session, we consider:

  • The need for support
  • Harnessing non-formal and informal learning to support learning transfer
  • Understanding willpower and its limitations
  • Identifying appropriate performance support tools for effective learning transfer
  • Roles in the reinforcement process

Session 7 – Evaluating learning transfer
In this session, we consider:

  • Monitoring and measurement
  • Ways to gather evidence of behaviour change
  • The Success Case Method
  • Roles in evaluation
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Why choose QA

Dates & Locations

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QA online courses, also commonly known as distance learning courses or elearning courses, take the form of interactive software designed for individual learning, but you will also have access to full support from our subject-matter experts for the duration of your course. When you book a QA online learning course you will receive immediate access to it through our e-learning platform and you can start to learn straight away, from any compatible device. Access to the online learning platform is valid for one year from the booking date.

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Certificates of Achievement are issued at the end the course, either as a hard copy or via email. Read more here.

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