Learning Transfer Approach
Learning Transfer Model:
Enhancing Learning Effectiveness
A Research-Driven Approach to
Executive Summary
We all know that a seminar alone is not likely to result in significant changes in job performance, and much has been written about different techniques for ensuring that skills transfer into organizational performance improvement. However, while many have promoted specific activities to support the transfer of learning, there has been little research comparing the actual impact of these different techniques. In this study we reviewed the literature from the past two years and found 32 research studies that compared the impact of training seminars alone to training plus one or more learning transfer activities. This research allowed us to identify 11 specific actions that have a significant impact on whether training results in measurable performance improvement. Overall we found that if an organization implemented all of these actions, they could improve the effectiveness of their learning by over 180%. The outcome of this research is a model of Learning Transfer that is costeffective to implement, captures the majority of transfer improvement actions, and has the maximum likelihood of improving the effectiveness of learning in your organization.
Learning Transfer: Enhancing the Impact of Learning on Performance
The fundamental purpose of learning and development is to help people develop skills which, when applied to work, enhance job and organizational performance. While this is widely acknowledged, how we measure the success of learning is not often in alignment with this idea. In fact, the most popular model for evaluating learning and development (Kirkpatrick Model) has three “levels” devoted to measuring learning outcomes, and only one measuring performance outcomes. This focus on learning outcomes, rather than performance outcomes, has also influenced how learning has been designed and delivered for most of our industry’s history. More
Enhancing Learning Effectiveness
A Research-Driven Approach to
Executive Summary
We all know that a seminar alone is not likely to result in significant changes in job performance, and much has been written about different techniques for ensuring that skills transfer into organizational performance improvement. However, while many have promoted specific activities to support the transfer of learning, there has been little research comparing the actual impact of these different techniques. In this study we reviewed the literature from the past two years and found 32 research studies that compared the impact of training seminars alone to training plus one or more learning transfer activities. This research allowed us to identify 11 specific actions that have a significant impact on whether training results in measurable performance improvement. Overall we found that if an organization implemented all of these actions, they could improve the effectiveness of their learning by over 180%. The outcome of this research is a model of Learning Transfer that is costeffective to implement, captures the majority of transfer improvement actions, and has the maximum likelihood of improving the effectiveness of learning in your organization.
Learning Transfer: Enhancing the Impact of Learning on Performance
The fundamental purpose of learning and development is to help people develop skills which, when applied to work, enhance job and organizational performance. While this is widely acknowledged, how we measure the success of learning is not often in alignment with this idea. In fact, the most popular model for evaluating learning and development (Kirkpatrick Model) has three “levels” devoted to measuring learning outcomes, and only one measuring performance outcomes. This focus on learning outcomes, rather than performance outcomes, has also influenced how learning has been designed and delivered for most of our industry’s history. More