This document discusses post-training support for improving employee performance. It emphasizes that post-training support is needed to align learning with business goals and ensure learning is retained and applied on the job. This support includes peer support groups for trainees to discuss progress, technological supports like training monitoring systems, and management supports like incentive plans tied to development. The document also covers the importance of opportunities to apply new skills and different types of training transfer, such as positive, zero, and negative transfer.

1. POST TRAINING SUPPORT FOR
IMPROVing PERFORMANCE
Presented By:- Purnendu Shekhar.
16MBA010 .

2. Why Post Training support is required?
• In order to align the learning outcome with the
business objective we are specialised in incorporating
a series of Post Training interventions.
• It will ensure a better learning retention and
applicability of the learning outcome.

3. Transfer Of Training
• Trainees effectively and continually applying what
they learned in training on their jobs.
• Transfer of Training means, when trainees actually
use on the job, what knowledge and information they
learned in training.

4. SUPPORT

5. Peer Support
• Group of two or more trainees who agree to meet and
discuss their progress in using learned capabilities on
the job which may involve face-to-face meetings or
communications via e-mail.
• The more peer meetings that trainees attend, the more
learning transferred to the workplace.

6. Technological Supports
Trainers can monitor trainees’ use of EPSS, which
provides the trainer with valuable information
about the transfer of training problems that trainees
are encountering.
These problems might relate to the training design
or work environment.

7. Management Supports
Managers pay attention to the development of their
staff because part of their incentive plan is based on
training and development.
The incentive plan comprises fiscal, productivity,
and strategic goals.

8. Opportunities to use learned capabilities:-
• It refers to the extent to which the trainee is provided
with or actively seeks experiences that allow for
application of the newly learned knowledge, skill, and
behaviors from the training program.
• It is influenced by the work environment and trainee
motivation.

9. • Opportunity to perform is determined by breadth,
activity level, and task type.
• Low levels of opportunity to perform may indicate
that:-
1. The work environment is interfering with using
new skills.
2. Training content is not important for the
employee’s job.

12. Types of Transfer
• Positive:-
Improvement in performance.
• Zero :-
No change in performance.
• Negative:-
Performance goes-down.

14. THANK-YOU