Transfer Of Training TRANSFER of training refers to trainees effectively

and continually applying what they learned in training (knowledge, skills, behaviors, cognitive strategies) to their jobs

GENERALIZATION refers to a trainee’s ability to apply learned capabilities (verbal, motor skills, etc.) to on-the-job work problems & situations similar but not completely identical to those problems encountered in the learning environment

MAINTENANCE refers to the process of continuing to use newly acquired capabilities

Generalization & Maintenance For Generalization & Maintenance to occur

capabilities must be learned Three influences on learning are:

1. learning environment

2. trainee characteristics include the ability and motivation that affect learning

3. work environment include factors on the job that influence transfer of training including, manager, peer, & technology support

Model Of the Transfer Process

Trainee Characteristics*Motivation *Ability

Training Design *Create a learning environment*Apply theories of transfer*Use self-management

Work Environment *Climate for transfer*Management & peer support*Opportunity to perform*Technological support

Learning Retention

Generalization&

Maintenance

Applications Of Transfer Of Training Theory

Theory Emphasis Appropriate Type of

Conditions Transfer

Identical Training environment is Work environment features Near

Elements identical to work are predictable and stable environment

Stimulus General principles are Work environment is Far

Generalization applicable for different unpredictable & highly

work situations variable

Theory Of Identical Elements Fidelity refers to the extent to which the

training environment is similar to the work environment

Near Transfer refers to trainees’ ability to apply learned capabilities exactly to the work situations

Key Behaviors refer to the set of behaviors that can be used successfully in a wide variety of situations

Self-Management Strategies Self Management is a person’s attempt to

control certain aspects of decision making and behavior

Self management involves: 1. Determining the degree of support

2. Setting goals for using learned capabilities

3. Applying learned capabilities

4. Monitoring use of learned capabilities

5. Self-reinforcement

Obstacles In the Work Environment That Inhibit Transfer

Work conditions Time pressures Inadequate equipment Few opportunities to use

skills Inadequate budget

Lack of peer support Discourage use of new

knowledge & skills Unwilling to provide

feedback See training as a waste of

time

Lack of management support Do not accept ideas or

suggestions Do not discuss training

opportunities Oppose use of skills learned in

training Communicate that training is a

waste of time Unwilling to provide reinforcement

Lapses occur when the trainee uses previous training , less effective capabilities instead of trying to apply the capability learned in the training program

Self-Management Module 1. Discuss lapses

1. Note evidence of inadequacy

2. Provide direction for improvement

2. Identify skills targeted for transfer

3. Identify personal or environmental factors

1. Low self-efficacy2. Time pressure3. Lack of manager/peer

support

4. Discuss coping skills and strategies

1. Time management 2. Setting priorities3. Self-monitoring4. Self-rewards5. Creating a personal support

network

5. Identify when lapses are likely 1. Situations2. Actions to deal with lapses

6. Discuss resources to ensure transfer of skills

1. Manager2. Trainer 3. Other trainees

Work Environment Characteristics

Influencing Transfer of Training Climate for transferManager support

Characteristics Of a Positive Climate For Transfer

Supervisors and co-workersTask cuesFeedback consequencesLack of punishmentExtrinsic reinforcement consequences Intrinsic reinforcement consequences

Action Plan Action plan is a written document that

includes the steps that the trainee and manager will take to ensure that training transfers to the job

The action plan includes A goal identifying what training content will be

used and how Strategies for reaching the goal Strategies for getting feedback Expected outcome

Peer SupportA support network is a group of two or

more trainees who agree to meet and discuss their progress in using learned capabilities on the job

Opportunity To Use Learned Capabilities

Opportunity to use learned capabilities (opportunity to perform) refers to the extent to which the trainee is provided with or actively seeks experience with newly learned knowledge, skill and behaviors from the training program

Technological SupportElectronic performance support

systems (EPSSs) are computer applications that can provide, as requested, skills training, information access, and expert advice

Key Features Of a Learning Organization

Continuous learningKnowledge generation and sharingCritical systematic thinking Learning cultureEncouragement of flexibility and

experimentationValuing of employees