Chapter 10 Transfer of Training
Horizontal transfer
The transfer of knowledge and skills across different settings or context at the same level
Maintenance
The use of application of learned material on the job over a period of time
Generalization
The use of application of learned material to do the job
Transfer system
All factors in the person, training and organization that influences transfer of learning to job performance
Relapse prevention
An intervention that instructs trainees to anticipate transfer obstacles and high-rise situations in the work environment and to develop coping skills and strategies to overcome them
Booster sessions
Extension of training programs that involve a review of the training material
Self- management
Interventions focus on behavioural change and have their basis in self regulations and social cognitive theory
Transfer of training interventions
Interventions provided at the end of a training program to facilitate the transfer of training
Identical elements
Involve providing trainees with training experiences and conditions that closely resemble those in the actual work environment
Stimulus variability
Involves providing trainees with a variety of training stimuli and experience such as multiple examples of a concept or practice experiences in a variety of situations
General Principles
Involves teaching trainees the general rules and theoretical principles that underline the use and application of trained knowledge and skills
Motivation to transfer
Is trainees intended efforts to utilize skulls and knowledge learned in training on the job. Motivation to transfer has been found to be a signifiant predictor of positive transfer
Readiness to learn/ trainability
Refer to the extent to which an individual has the knowledge, skills, and abilities and the motivation to learn about the training content
Continuous learning culture
Refers to a culture in which members of an organization believe that knowledge skills acquisition are apart of their job responsibilities and that learning is an important part of work life in the organization
Transfer of training
Refers to the application of the knowledge and skills acquired in a training program on the job and the maintenance of acquired knowledge and skills over time
Near Transfer
The extent to which trainees can apply what was learned in training situations that are very similar to this in which they were training
Zero transfer
Trainees are not using new knowledge, skills and attitudes acquired in training on the job
Self coaching
Trainees examine the extent to which they have engaged in trained behaviours and established performance maintenance and improvement goals
WIIFM (What's in it for me?)
Trainees need to know whats in it for them
Upward Feedback
Trainees receive data on the frequency with which they engaged in trained behaviours and written comments from subordinates on their performance
Negative transfer:
Training has had a negative effect and trainees are performing worse as a result of a training program
Vertical Transfer
Transfer from the individual of trainee level to the organization level or the extent to which changes in trainee behaviours or performance transfer to organizational level outcomes
Performance contract
is a statement, mutually drafted by the trainee and the trainer near the end of a training program, that outlines which of the newly acquired skills are beneficial and how they will be applied to the job
Training transfer climate
refers to characteristics in the work environment that can either facilitate or inhibit the application of training on the job
Far transfer
the extent to which trainees can apply what was learned in training to novel of different situations from those in which they were trained
Positive transfer
trainee effectively apply new knowledge, skills and attitudes acquired in training on the job
