In Australia, thousands of dollars are spent by workers on safety training. Businesses that are hard-nosed about expenditure do not apply the same scrutiny to the spending on training. In many circumstances, millions of dollars are spent with no evidence of results.
The transfer of learning is the application of learning back into the workplace. The evidence of this is that the learner’s safety performance will improve as a direct result of the training intervention.
Learning and Development professionals regard the management of the transfer process as being critical to the success of the safety training intervention. Firstly, because of the gap that exists between the undertaking of a particular training intervention and the outcomes resulting from the application of what was learned. Secondly, managing the process of transferring learning to the workplace is an opportunity for the learning and development professionals to demonstrate the value and the return on investment to the senior management level.
There are plenty of examples of people having accidents straight after a training course. The learning had taken place. But the learning had not modified the behaviour of the individual. It is an example of the gap between the information learned from the training and the subsequent behaviour.
Obviously, the safety training programs should be a success by creating safer workplace behaviour. There should be a change in the way people go about their work. Ultimately, we want fewer accidents, fewer injuries and fewer incidents. Any company/business would want all these things because it is good business sense to have a safe workplace.
So we can achieve the transfer of learning that will lead to a more secure workplace, two vital factors must be considered.
The first factor to be considered is the method of training. It’s not enough for people just have an intellectual understanding of safety. It is cognitive knowledge and will not change behaviour.
The difference is crucial between declarative knowledge and procedural knowledge. For years many institutions have been training people to develop declarative knowledge when they should have been training them in procedural knowledge. Declarative knowledge knows a concept and its technical details. On the other hand procedural knowledge is being able to put the ideas and the details into action. Knowing does not equal doing in safety.
The easiest approach is to train in a competence so that employees get an intellectual grasp of the concepts. However, it has the least effect on actually changing performance. This sort of understanding is a part of learning but is only the first step and will not create lasting change.
In case you are looking forward to undertaking a work safety training course so that you can keep safe in the workplace and increase productivity, look no further and contact Auctus – for work safety training courses. They have the best instructors who will take you through the safety training course based on the industry you work. Their programs favour all people as they are flexible and you can find a program that fits your free time. After your training, you will obtain a certificate that you can show to your employers, and you will be a valuable asset to any company.