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WORTH REPEATING : Proficience Group

Tuesday, October 23, 2018


June 30, 2017 by  
Filed under Industry News

A great facilitator, appropriate materials, the right delivery method, and an enthusiastic participant are essential to any training initiative. Each one clearly impacts the quality and effectiveness of learning. However, in order for the training to be truly successful, individuals need to be able to actually use the learning being delivered.

Learning degrades over time if individuals forget what they’ve learned, or are not able to apply their newly-acquired skills on the job. Once a skill is acquired and improved upon, habits are formed and behavior is changed. Learning that is not transferred on the job within six weeks is considered to be “scrap learning.”

So what exactly is “scrap learning?” Scrap learning is the learning that is delivered but not applied by the learner. After training, learners may fall into one of the following categories:

  • They never really try to apply the training.
  • They attempt to apply it, but do not witness any worthwhile results.
  • They apply training and get some positive results.

Studies show that the biggest training failure occurs in the post-training phase. Since 70% to 80% of actual learning occurs on the job, it is imperative that the individual be able to use the skills they learned during training – back on the job.

Training is a tool that when applied, is a catalyst for maximizing human performance. The first step in measuring human performance improvement is to understand the impact the training initiative had on human performance.

So, scrap learning is when the facilitator has designed, facilitated (done their part), the learner attends and participates (done their part – in class), but the learner isn’t able to apply the learning back on the job.

Sadly, many organizations overlook that important aspect of human performance improvement and development.

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