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