Chapter 5 Transfer of Training
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Transfer of Training
Trainees effectively and continually applying what they learned in training to their jobs.
Refers to a trainees ability to appyl learned capabilities to the job work problems and situations that are similar but not identical
Process of continuing to use newly acquired capabilities over time.
The caharcteristics of the learning environment
Ability and motivation
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.
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.
The extent to which the training environment is similar to the work environment
Trainees ability to apply learn capabilities exactly to the work situation.
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.
Ability to apply learned capabilities to the work environment. Even though the work environment is not identical to that of the training session.
Cognitive theory of transfer
The likelihood of transfer depends on the trainees ability to retrieve learned capabilities.
Work problems or situations in which trainees are asked to apply training content to solve them.
Attempt to control certain aspects of decision making and behavior.
Obstacles in the work environment that inhibit transfer of training
- -Work conditions
- -Lack of peer support
- -Lack of management support
Take place when the trainee uses previously learned, less effective capabilities instead of trying to apply the capability emphasized in the training program.
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
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.
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
The degree to which tranees managers emphasize the importance of attending training programs and stress the application of training content to the job.
Is a written document that includes the steps that the trainee and manager will take to ensure that training transfers to the job.
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
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 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.
Electronic performance support systems (EPSSs)
Are computer applications that can provide, as requested, skills training, information access, and expert advice.
The learning organization
Is a company that has an enhanced capacity to learn, adapt, and change.
Key features of a learning organization
- -Supportive Learning Environment
- -Learning Processes and Practices
- -Managers Reinforce Learning
Involves sharing tacit knowledge by sharing experiences
Involves translating tacit knowledge into explicit knowledge.
Involves systematizing explicit concepts into a knowledge system by analyzing, categorizing, and using information in a new way
Refers to converting explicit knowledge to tacit knowledge.
Refers to the process of enhancing company performance by the creation, sharing, and use of knowledge.
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