Chapter 5
Transfer of Training
Chapter 5
Training Design
Transfer of training theories:
Theory of Identical Elements - Transfer of training occurs when what is being
learned in training is identical to what will be
performed on the job and the training context
is similar to the work environment.
Chapter 5
Training Design
Transfer of training theories:
Stimulus Generalization Approach - Emphasizes constructing training so that the
most important features or general principles
are taught, thereby maximizing the likelihood
of transfer of training.
Chapter 5
Training Design
Transfer of training theories:
Cognitive Theory of Transfer - This is based on the information processing
model and suggests that the likelihood of
transfer depends on the trainee’s ability to
retrieve learned capabilities.
Chapter 5
Environmental Characteristics
Climate for transfer:
Trainee’s perceptions about the extent to which
the work environment supports or inhibits the
use of new knowledge, skills, and and behaviors.
•Manager and peer support
•Opportunity to use new skill
•Consequences for using new skills
Chapter 5
Environmental Characteristics
Manager Support:
The degree to which trainee’s managers
emphasize the importance of attending training
programs and stress the application of what is
learned back on the job.
Chapter 5
Environmental Characteristics
Manager Support:
To gain the manager’s support - •Purpose, importance, and relevance of pgm
•Bring work related problems to the training
•Share testimonials of benefits
•Use managers as trainers
Chapter 5
Environmental Characteristics
Peer Support:
A Support Network is a group of trainees who
meet and discuss their progress in using new
capabilities back on the job, whether it be
face-to-face meetings, email, newsletter…
Share successes and obstacles.
Chapter 5
Environmental Characteristics
Opportunity to Perform:
The extent to the trainee is provided with or
seeks out experience using the new knowledge,
skills or behaviors learned in the training
program.
Chapter 5
Environmental Characteristics
Opportunity to Perform:
Is influenced by - •Work context
•Motivation of the trainee to perform
•Trainee’s personal responsibility to seek
assignments that use new capabilities
Chapter 5
Environmental Characteristics
Opportunity to Perform:
Low levels of opportunity may indicate - •Refresher courses needed
•Work environment is inhibiting use
•Content not related to person’s job
Chapter 5
Environmental Characteristics
Technological support:
Electronic Performance Support Systems (EPSS)
are computer applications that can provide skills
training, information access and expert advice.
Enhance transfer of training by acting as an asneeded reference.
Chapter 5
Environmental Characteristics
A positive work environment for transfer:
A “learning organization” has an enhanced
capacity to learn, adapt, and change.
Learning occurs at the individual, group,
and organizational levels.
Chapter 5
Environmental Characteristics
A positive work environment for transfer:
System-level learning - The company’s ability to preserve what is
learned over time, despite changes in
staff and/or divisions.
Chapter 5
Environmental Characteristics
A positive work environment for transfer:
Encourage creation and sharing of knowledge - •Use technology and software
•Publish task lists with contact info
•Informational maps
•Chief Information Officer (CIO)
•Have employees present what they learn
•Sabbaticals/Leave for learning
•On-line library