Training transfer means that learners are able to “transfer” their knowledge and skills learned in a training session back to their jobs. The importance of training transfer cannot be overemphasized. Organizations spend billions of dollars each year on training, yet only a fraction of that investment results in improved performance if training transfer is not supported by stakeholders (i.e. any individual or group that has a “stake” in the transfer of training). These include managers, peers, customers and the employer. Stakeholders also assume responsibility for supporting transfer.The goal of training is not simply to gain knowledge and skills, but to transfer learning into performance, which in turn leads to improvements in agency results. Training transfer is not an event; it is a dynamic and complex process that requires planning. Show
RegulationsThere are no specific regulations related to transfer. However, the definition of training in 5 USC 41 implies transfer in the following italicized portion of the definition-- “training” means the process of providing for and making available to an employee, and placing or enrolling the employee in, a planned, prepared, and coordinated program, course, curriculum, subject, system, or routine of instruction or education, in scientific, professional, technical, mechanical, trade, clerical, fiscal, administrative, or other fields which will improve individual and organizational performance and assist in achieving the agency’s mission and performance goals. Federal Government Tools and ResourcesThe following are federal references and resources that can be used to help increase understanding of training transfer:
Private Sector Tools and ResourcesThe following are private sector references and resources that can be used to help increase understanding of training transfer:
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In 2010 the American Society for Training and Development estimated that U.S. organizations spent about $171.5 billion on employee learning and development and $1,228 per trainee. Research indicates that only about 10-20% of training is transferred into the workplace. When training does not transfer it is likely that trainees and supervisors will question the benefit of their investment in the training. In other words, time and money are both wasted. With the increased austerity of government resources, an evolving workforce, and the amplified focus on measuring and justifying investments, training investments are coming under increasing scrutiny. The use of effective transfer of training principles can help maximize the effectiveness of training initiatives, many of which are influenced by critical forces, such as, interdependence among agencies, employee development, talent retention, new technology, skill gaps, and alignment of individual training to agency-specific priorities. It is vital to design and implement effective training programs to help address these forces and further agency objectives. It is also important to recognize and overcome the many factors that can inhibit the transfer of training, such as lack of accountability, inadequate resources, and few opportunities to use training knowledge.Other Factors
That Affect Training Transfer: What are the factors that influence transfer of learning?7 Factors that boost the transfer of learning. Stakeholders. Commitment, alignment, and compliance of all stakeholders are essential in any training program. ... . Context. Context is also a crucial factor when we design training programs for companies. ... . Social environment. ... . Motivation. ... . Integration. ... . Intensity. ... . Technology.. What are the factors influencing training and development?Factors Influencing Training and Development. Identifying Training and Development Needs. Training and Development Need Assessment.. Skills: ... . Education: ... . 3. Development: ... . Ethics: ... . Attitudinal Changes: ... . Decision Making and Problem Solving Skills:. What is the concept that is related to characteristics in the work environment that can either facilitate or inhibit the application of training?Climate refers to shared perceptions about a more narrowly defined set of organizational elements. Therefore, transfer of training climate refers to perceptions about characteristics of the work environment that facilitate or inhibit the use of trained skills and behaviors.
What is the principle of transfer of learning?Generally refers to the influence of learning in one situation on learning in another situation. It is concerned with how learning in a certain school subject affects subsequent learning in the same or another subject or how school learning influences achievements outside of school.
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