Transfer of Training

Definition: Trainees effectively and continually applying what they learned in training on their jobs.Trainees effectively and continually applying what they learned in training on their jobs.

A Model Of The Transfer Process Trainee Characteristics Training Design Work Environment Motivation Ability Create a Learning Environment Apply Theories of Transfer Use Self-Management Strategies Climate for Transfer Management and Peer Support Opportunity to Perform Technological Support Learning Retention Generalization and Maintenance

Work Environment Characteristics Influencing Transfer of Training: Climate for Transfer Manager Support Peer Support Opportunity to Perform Technological Support

Obstacles to Training Transfer

Obstacles Work ConditionsWork Conditions Lack of Peer SupportLack of Peer Support Lack of Management SupportLack of Management Support

Characteristics of a Positive Climate for Transfer of Training: Task cuesTask cues Feedback consequencesFeedback consequences Lack of punishmentLack of punishment Extrinsic reinforcement consequencesExtrinsic reinforcement consequences Intrinsic reinforcement consequencesIntrinsic reinforcement consequences

Transfer of Training Theories TheoryEmphasisAppropriate ConditionsType of Transfer Identical elementsTraining environment is identical to work environment Work environment features are predictable and stable Near Stimulus generalization General principles are applicable to many different work situations Work environment is unpredictable and highly variable Far Cognitive theoryMeaningful material and coding schemes enhance storage and recall of training All types of training and environments Near and far

Self-Management Strategies Defined: a person’s attempt to control certain aspects of decision making and behavior.Defined: a person’s attempt to control certain aspects of decision making and behavior.

Self-Management Involves: Determining the degree of support and negative consequences in the work setting for using newly acquired skills.Determining the degree of support and negative consequences in the work setting for using newly acquired skills. Setting goals for using learned capabilities.Setting goals for using learned capabilities. Applying learned capabilities to the job.Applying learned capabilities to the job. Monitoring use of learned capabilities on the job.Monitoring use of learned capabilities on the job. Self – reinforcement.Self – reinforcement.