Skill and Training

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Transfer of Training
Wonda Smith
BUS 375: Employee Training
Professor Lawrence Arillo
March 27, 2011

Transfer of Training
Transfer of training refers to trainees effective and continuous applications of what they learned in training to their jobs. This includes acquired knowledge, skills, behaviors, and cognitive strategies. In this paper we examine some of the aspects of that transfer and the primary factors that play a role in the success of the process. It also explores some of the challenges that may be involved that inhibits this process. After conducting a needs assessment, ensuring that employees are ready for training, and creating a learning environment, the next step is to ensure that what is learned in training is applied on the job. This step, transfer of training, it should however be planned for before the training. Training design, work environment and trainee characteristics all play an important role in ensuring that transfer of training occurs. Transfer of training includes both the generalization, trainee’s ability to apply learned capabilities, and maintenance, the process of continuing to use newly acquired capabilities over time. Capabilities must be learned and retained in order for generalization and maintenance to occur (Noe, 2010). According to Raymond Noe, author of Employee Training and Development, training design, trainee characteristics, and the work environment are the three factors that influence learning, retention, maintenance, and generalization. These are the primary factors that play a role in the success of the process of transfer of training. Training design refers to the characteristics of the learning environment. Important features of the learning environment including meaningful material, opportunities to practice, feedback, learning objectives, program, organization and physical features of the training site. For transfer of training to occur, managers need to apply transfer of training theories and encourage...
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