Transfer Of Training
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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
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For Generalization & Maintenance to occur
capabilities must be learned
Three influences on learning are:
1.
2.
3.
learning environment
trainee characteristics include the ability and
motivation that affect learning
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
Type of
Emphasis
Appropriate
Conditions
Transfer
Identical
Training environment is Work environment features
Near
Elements
identical to work
environment
Stimulus
General principles are
are predictable and stable
Work environment is
Far
Generalization applicable for different
work situations
unpredictable & highly
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.
2.
3.
4.
5.
Determining the degree of support
Setting goals for using learned capabilities
Applying learned capabilities
Monitoring use of learned capabilities
Self-reinforcement
Obstacles In the Work Environment
That Inhibit Transfer

Work conditions
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Time pressures
Inadequate equipment
Few opportunities to use
skills
Inadequate budget

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Lack of peer support
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Discourage use of new
knowledge & skills
Unwilling to provide
feedback
See training as a waste
of time
Lack of management support

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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.
2.
2.
3.
Note evidence of
inadequacy
Provide direction for
improvement
Identify skills targeted
for transfer
Identify personal or
environmental factors
1.
2.
3.
4.
Low self-efficacy
Time pressure
Lack of manager/peer
support
Discuss coping skills and
strategies
1.
2.
3.
4.
5.
5.
Identify when lapses are
likely
1.
2.
6.
Time management
Setting priorities
Self-monitoring
Self-rewards
Creating a personal
support network
Situations
Actions to deal with lapses
Discuss resources to
ensure transfer of skills
1.
2.
3.
Manager
Trainer
Other trainees
Work Environment Characteristics
Influencing Transfer of Training
 Climate
for transfer
 Manager support
Characteristics Of a Positive
Climate For Transfer
 Supervisors
 Task
and co-workers
cues
 Feedback consequences
 Lack of punishment
 Extrinsic 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
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A goal identifying what training content will be
used and how
Strategies for reaching the goal
Strategies for getting feedback
Expected outcome
Peer Support
 A 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 Support
 Electronic
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
learning
 Knowledge generation and sharing
 Critical systematic thinking
 Learning culture
 Encouragement of flexibility and
experimentation
 Valuing of employees