Retention of knowledge over time probably has little to do with the initial training. Here's the best video I've ever seen on that point.

5 minute university

When knowledge is applied to the job and reinforced, knowledge is retained.

Hi,

I agree with Pete, the first step in evaluating the effectiveness of training is to clearly define the objectives of the program and what the learner is expected to achieve at the end of the program. The evaluation metrics should be decided upfront.

Checklists, observation sheets etc are some of the measures that can be used on the job to evaluate the effectiveness of training. To know more about evaluation in a company, read the article on Learning Evaluation Methodology in the blog below.

http://elearning.kern-comm.com/?m=200706

Best Regards,
Rashmi Varma
Director - Learning Solutions
Kern Communications Pvt. Ltd.
http://www.kern-comm.com
Email: rashmi@kern-comm.com

Its curious that after 2 years this issue has finally been uncovered. Usually, (I worked construction to get thru undergraduate) its can they do it as observed and reinforced by the supervisor, rewards, culture etc.
Therefore, are they performing up to standard
(safety,comp cases, less time to do a job, equipment, quality of work) and not really understanding what you call it?But actually doing it ?

Nero

Nero

Hai,
I'm into hard core training for a long time; have grappled with the "phenimenon". You design the programme with the objective in mind, take all stake-holders into the process, do the smile sheets, take action plans on the learnings, everything is "WOW" till they leave the class room. When they the hit the environment, lot of the intentions goes zip. This is a trainers dielamma, "Guaranty of a skill/knowledge transfer inside the class room, is no guarantee of application on the ground". I've found solution by talking to stake-holders and appealing to them,"guys take this forwrd, its your money" whip the action plans, please....

Kris, I'd recommend to involve the stake-holders,line monagers who would impliment the learnings of training for best benefits.

Would love to hear from others

My thoughts on the delima or "phenimenon" include the concept of including an ongoing workplace performance monitoring and course revision activity to any course.

If the course seems to be not achieving the desired results, the situation needs to be re-addressed from a needs analysis or troubleshooting viewpoint to determine the root cause of the performance failure.

This analysis may even uncover the fact that performance deficiencies are not even related to training. On the other hand, it might reveal that the course objectives are not really in line with workplace demands. Or, it might reveal that the testing in the course environment was simply not adequate considering the actual work environment (learners may appear to be meeting the objectives while not actually doing so).

Regardless, it's time for a "Plan B."