Notes

1. Motivation - this is essential to be stirred in a trainee/adult learner as this will kickstart his/her interest in the training on hand. One way to motivate a trainee/adult learner is to provide information on how this particular training will impact his/her performance on the job specifically focusing on tangible and immediate rewards like promotion or career advancement. When a training module is formulated, ensure that the trainee/adult learner knows the reasons why he/she is expected to learn. Set a clear goal to trigger the trainee's/adult learner's curiosity that will eventually set off his/her motivation to focus on the training. Since we're now in a hybrid set-up, e-learning involving an interplay of games and social features is one way to sustain motivation especially when the trainer can't fully assess what the trainee is actually doing on the other of the screen.

2. Reinforcement - can be done in 2 ways: positive and negative. Like in motivation, if at the onset, the trainee/adult learner is told that a successful completion of training as validated by evaluation tools that confirmed a new skill was learned, may bring about an increase in pay or a possible promotion. However, at the other end of the spectrum, it may also be a negative one in the case when a not suitable behavior has taken place that will lead to a conduct of safety training to offer corrective actions in the work settings.

3. Transference - Once a trainee/adult learner stepped out of the training, he/she is expected to translate the SKA learned in actual work scenarios. If a trainee/adult learner is able to perform this while on the job, then we can say training done was effective as there is now a transfer of learning from the training room to the actual workplace. Not to forget to ensure that criteria for an effective and safe transfer of learning is measured against industry and organizational standards. Whether the training was done in a classroom set-up or virtual, employment of teamwork to allow brainstorming is one way to solidify that transference of learning has taken place, it improves engagement of employees and in the long run, it promotes a continuing understanding on how to effectively translate any classroom training learned to on-the-job situations.

4. Retention - the goal of any training is to ensure that training learned is sustained as soon as they stepped out the training room. That is why we formulate training programs based on our training needs analysis. We ensure that we have the targeted audience for a particular training program to make it successful and effectively convert on skills needed for a particular job or task. I believed that stimulating all senses is crucial in retaining information. Provision of interactive quizzes, distribution of training handouts, use of mannequins or dummies to effect skills training can influence better retention of training program. Throwing questions in the form of real work situations can help a trainee process the training learned as critical thinking is tested and stimulated especially early on at the onset of the training, the trainee is already aware that a quiz may be given at the end of the training program.