Learning transfer refers to the act of applying knowledge and skills learned in one situation to a new situation or context. It is often the goal of workplace training. Show
Most Training Does Not TransferTraining that fails to transfer to similar or unique situations in the workplace is too common. According to one survey of learning and development professionals, only 34% of trainees apply what they’ve learned to the workplace one year after a training intervention (Saks & Belcourt, 2006). If you want to better understand the barriers to learning transfer, see Why is learning transfer so hard? Transfer of Learning Improves with SupportYet much research supports the fact that learning transfer improves when the workplace provides the right kind of support. There are many ways your organization can have an impact on the learning transference. You can leverage opportunities prior to, during and after training. A few important points that underlie workplace support include an acknowledgement that:
Promote a Positive Transfer ClimateTransfer climate refers to the conditions in the work environment that inhibit or enable newly learned skills, knowledge and attitudes back on the job. A positive environment that promotes learning transfer provides:
Here are some practical guidelines you can implement in your workplace to improve learning transfer. Frame the TrainingStudies show that a person’s attitude prior to training determines his or her motivation to transfer learning to the job. In fact, pre-training motivation to learn and to apply new knowledge and skills is a predictor of post-training transfer. Organizations can influence motivation by framing upcoming learning experiences in a favorable light. You can promote learner readiness with these strategies:
Even before an employee engages in a formal learning experience, your organization can promote or hinder transfer motivation. Make It RelevantA person’s motivation to transfer training back to the job is shaped during the learning experience. It comes as no surprise that when trainees perceive learning as relevant, useful, and valuable, they are more likely to apply their newly learned skills. Some factors that influence the perception of training as valuable include:
Create a Culture of LearningEncourage your organization to promote the importance of learning at work as a value. A culture of learning promotes both formal and informal learning, It acknowledges that employees need opportunities to try out newly learned skills and that mastery or competence takes time. It’s possible that creating a culture of learning will reduce resistance to change, because change is an inevitable part of learning and performance improvement. Supervisory Support for Learning TransferSupervisor support is an important dimension of the social aspect of learning. It refers to the extent that managers and supervisors reinforce and promote the use of new skills on the job. Training transfer is facilitated when trainees perceive that supervisors are supportive in this way. An important qualifier here is that when supervisors are coercive, it wipes away the effect. Ways for managers and supervisors to promote transfer are to:
Peer SupportSupport from peers and colleagues is another important dimension of the social aspect of learning. Peer support may be even more important than supervisory support in promoting training transfer. Organizations can promote peer support by encouraging:
In summary, learning doesn’t happen in a vacuum. You can have an impact on changing the course of failed training by providing a supportive workplace. For more on learning transfer, see Wikipedia’s table of Transfer Taxonomies. What is transfer of training for a trainee quizlet?Transfer of training. The generalization of knowledge and skills learned in training on the job and the maintenance of acquired knowledge and skills over time. Negative transfer. Training has had a negative effect and trainees are performing worse as a result of a training program.
Which of the following should be included in programs that emphasize near transfer of training quizlet?Programs that emphasize near transfer should ideally include general principles that might apply to a greater set of contexts than those presented in the training session.
What elements must be in place for an employee to succeed in transfer of training quizlet?For training to succeed, the employee must be willing and capable of learning, and the organization must enable and encourage learning.
Which of the following training methods requires trainees to discuss appropriate quizlet?Which of the following training methods requires trainees to discuss appropriate and inappropriate employee behaviors, watch the appropriate behavior being performed and role play the appropriate behavior? Programmed instruction is effective because it takes advantage of several important learning principles.
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