Chapter 5
Transfer of Training
Objectives
1.
2.
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6.
7.
Diagnose and solve a transfer of training problem.
Create a work environment that will facilitate transfer of
training.
Explain to a manager how he can ensure that transfer of
training occurs.
Discuss the implications of identical elements, stimulus
generalization, and cognitive theories of training transfer.
Develop a self-management module for a training program.
Discuss the technologies that can be used to support
transfer of training.
Discuss the key features of the learning organization.
Obstacles that Inhibit Transfer
• Self (lack of confidence, disinterested)
• Work
– Time demands, poor equipment
• Peers
– Negative attitudes towards training
• Managers
– No reinforcement
– Poor attitudes
– No action planning
Transfer of Training Theory
• Theory of Identical Elements
• Stimulus Generalization Theory
• Cognitive Theory of Transfer
Self-Management Strategies
• Steps
• Obstacles
• Lapses
Environment Characteristics
and Transfer
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Climate for Transfer
Manager Support
Peer Support
Opportunity to use new skills
Technological Support
Learning Organization
Key Features of a Learning
Organization
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Continuous Learning
Knowledge Sharing and Generation
Critical Systematic Thinking
Learning Culture
Encourage Flexibility and Experimentation
Value Employees
Creating a Learning Environment
• Learning should be an explicit objective (like
productivity & profits)
• Tolerate difference in learning styles – value the
strengths
• Make time to reflect upon work events and ask
“What can we learn from this?”
• Perceive failure as a feedback loop so that ees
are not afraid to experiment and fail
Creating a Learning Environment
(con’t)
• Make available data on performance, quality,
customer satisfaction and competitiveness
• Use cross-functional teams to benefit from
different approaches
• Crete norms that encourage people to question
the status quo and assumptions
• Focus on systems thinking (interrelationships,
processes, ago beyond symptoms)
Creating a Learning Environment
(Con’t)
• Avoid allowing elite groups or single points of
view to dominate decision making
• Create a climate of openness and support so
that ees feel they can raise questions and new
ideas
• Reward generative thinking
• Encourage the expression of conflicting ideas
and train employees in conflict resolution