Training systems
Instructor Qualification Training Standard / V2 10032026
Learning Points During learning activities that aim at a specific learning objective, there can be several key learning points – leading to the actual learning objective
Learning Transfer
The ability of a learner to take the knowledge, skills and abilities acquired in training and apply them in the reality of their work, with a resulting improvement in work performance (e.g. on quality and/or time spent). To advance from learning acquisition to on-the-job application. The concept of acting based on what you have previously learned. Learning transfer is more than Learning retention A learner’s learning process does not end on completion of formal training but continues via an on-the-job application learning process. Learning transfer is thus an individual, additional and separate learning process absolutely needed to achieve the expected outcome. It’s needed for a successful transitioning from the training/learning environment and setting, into the real-life job application environment and setting, as the learning/training environment and setting is commonly (very) different from the on- the-job application environment and setting for several reasons e.g.:
• many physical and practical elements between them are not alike but different
• practices, conditions and how the work situation is organized are different
• barriers and restrictions enabling on-the-job application may exist
the available information and support
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the complexity and aspects involved
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Successful learning transfer is a process required on the path of achieving competence and a high-performance level. It’s a common assumption that learning transfer is automatically achieved. But training/teaching does not automatically lead to learning transfer. This applies to formal training, in particular As part of the on-the-job application process, the learner needs to learn how to apply what was learned in the sense of mentally adjust and re-organize their learning adapting to the real-life environment and setting By focussing on creating fidelity in the training environment, the transfer of knowledge, skills, and abilities from the training situation to the actual work reality is facilitated. Furthermore, fidelity will support the connection between the work environment to the training environment and by that support the creation of a relevant and safe learning space Motivation is an internal state that activates, guides, and sustains behaviour. It impacts the speed and efficiency of the learning process. Individuals who are motivated persevere longer, produce higher quality effort, learn more deeply, and perform better in training activities and work situations. The more heart-felt and intrinsic the motivation, the greater the impact and driving force to learn
Motivation (Intrinsic)
The instructor should always support and facilitate the development of the participants’ motivation and their driving force to learn
Global Wind Organisation / www.globalwindsafety.org
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