Chapter 5 Transfer of Training

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Chapter 5 Transfer of Training
2011-11-07 21:55:58
Employee Training Development

Key terms of Chapter 5
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  1. Transfer of Training
    Trainees effectively and continually applying what they learned in training to their jobs.
  2. Generalization
    Refers to a trainees ability to appyl learned capabilities to the job work problems and situations that are similar but not identical
  3. Maintenance
    Process of continuing to use newly acquired capabilities over time.
  4. Training design
    The caharcteristics of the learning environment
  5. Trainee characteristics
    Ability and motivation
  6. Work environment
    Factors on the job that influence transfer of training such as managers aupport, peer support, technology support, the climate for transfer, and the opportunity to use newly acquired capabilities on the job.
  7. Theory identical elements
    Transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job.
  8. Fidelity
    The extent to which the training environment is similar to the work environment
  9. Near Transfer
    Trainees ability to apply learn capabilities exactly to the work situation.
  10. Stimulus generalization approach
    The way to understand the transfer of training issue is to construct training so that the most important features or general principles are emphasized.
  11. Far Transfer
    Ability to apply learned capabilities to the work environment. Even though the work environment is not identical to that of the training session.
  12. Cognitive theory of transfer
    The likelihood of transfer depends on the trainees ability to retrieve learned capabilities.
  13. Application assignments
    Work problems or situations in which trainees are asked to apply training content to solve them.
  14. Self Management
    Attempt to control certain aspects of decision making and behavior.
  15. Obstacles in the work environment that inhibit transfer of training
    • -Work conditions
    • -Lack of peer support
    • -Lack of management support
  16. Lapses
    Take place when the trainee uses previously learned, less effective capabilities instead of trying to apply the capability emphasized in the training program.
  17. Sample content of self management
    • 1. Discuss lapses
    • 2. Identify skills targeted for transfer
    • 3. Identify personal or environment factors contributing to lapses
    • 4. Discuss coping skills and strategies
    • 5. Identify when lapses are likely
    • 6. Discuss resources to ensure transfer of skills
  18. Climate for transfer
    Refers to trainees perceptions about a wide variety of characteristics of the work environment that facilitate or inhibit use of trained skills or behavior. Characteristics include: manager and peer support, opportunity to use skills, and the consequences for using learned capabilities.
  19. Characteristics of a positive climate for transfer of training
    • -Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training
    • -Task cues: characteristics of a trainees job prompt or remind him or her to use new skills and behaviors acquired in training

  20. Manager support
    The degree to which tranees managers emphasize the importance of attending training programs and stress the application of training content to the job.
  21. 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.
  22. Levels of management support for training
    High support: Participate as trainer, allow trainees opportunity to practice...

    Low support: Accommodate attendance at training through rearranging work schedule; endorse employees attending training, Permit employees to attend training; acknowledge importance of training
  23. 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.
  24. Opportunity to perform (Opportunity to use learned capabilities
    Refers to the extent to which the trainee is provided with or actively seeks experiences that allow for application of the newly learned knowledge, skill, and behaviors from the training program.
  25. Electronic performance support systems (EPSSs)
    Are computer applications that can provide, as requested, skills training, information access, and expert advice.
  26. The learning organization
    Is a company that has an enhanced capacity to learn, adapt, and change.
  27. Key features of a learning organization
    • -Supportive Learning Environment
    • -Learning Processes and Practices
    • -Managers Reinforce Learning
  28. Socialization
    Involves sharing tacit knowledge by sharing experiences
  29. Externalization
    Involves translating tacit knowledge into explicit knowledge.
  30. Combination
    Involves systematizing explicit concepts into a knowledge system by analyzing, categorizing, and using information in a new way
  31. Internalization
    Refers to converting explicit knowledge to tacit knowledge.
  32. Knowledge management
    Refers to the process of enhancing company performance by the creation, sharing, and use of knowledge.