The supervision of the training: Contributions to the analysis of the transfer of learning to the Workplace – a Case Study

Abstract

Over the years, we’ve witnessed considerable inancial investments with a view to the qualiication of Portuguese population. On – Job Training was assumed as engine to productivity, eficiency, self and professional employer’s development with impact in economic and social development. The evaluation performance, the coaching, management skills earn more adherents in management of Human Resources, however yet still there is no involvement of all stakeholders in the process of management. The work that we’re presents result from a research- intervention project, carried out in a municipality Northern Portugal. The main goal was understand the impact that the training activities have in the productivity, development and performance of organizational goals by evaluating the transfer of learning to the workplace, through the training supervision practices for the purpose – as “a method of counseling in the professional context” ( Schürkman, 2007, p.2) and expanding, in this context, the ield of Education Sciences intervention that, in questions directed to the supervision, are still linked to the training of teachers.Also, we wanted to demonstrate the breadth of the ield of the Sciences of education and its ability to promote knowledge and pedagogical impact and economic changes and organizational. Methodologically we chose by methods – qualitative and quantitative – allowing us to cite conclusions resulting from an inter-metodologic triangulation, being possible to remove stronger lessons from, taking into account the variety of instruments and we reiterate the value of qualitative research as a source of information through proximity to the terrain. We started the research with the survey and diagnosis of needs of our audience – target, by conducting interviews and brainstorming, problem tree. Complete this process we transform the topics listed by subject on the list of priorities, by building an array of Severity, urgency and trend, which translated the main needs of the employees of the organization vis-à-vis the formative process. Subsequently, continuous supervision instruments have been designed for training, in order to give time and voice to employees who participated in training, logbooks were used, held Focus Group sessions, in order to achieve the overall objective of our intervention and we reach our speciic goals. 1) Stimulate a more integrated and systemic approach of the processes linked to the various stages of the training cycle; 2) Increase the degree of suitability of the design of courses to the speciic needs of the workplace; 3) Enhancing the comprehensive understanding of the learning transfer process; 4) Design, implement and evaluate supervisory instruments which make it possible to monitor the training evaluation; 5) Adapt the teaching methods used in the training to the target audience; We present the main results the trainees ‘ recognition, training and acquisition while recycling of theoretical and practical knowledge and one whose intercession brought improvements of character relational view and rise in career; awareness of the factors inhibitors and facilitators of learning transfer; and importance of needs assessment in the legitimation of the formation.