Evangeline E. Towry
BUS 375 Employee Training
January 09, 2012
The Transfer of Training
There has been a revivification of curiosity in recounting the conditions under which transfer of training occurs, and the advancements that are involved in transitioning transfer of training into the workplace. Training is known as a key resolution for performance improvement (PI). Companies spend a vast amount of capital and time on training to enable employees’ knowledge of job-related skills. Companies are wishing to improve return on investment (ROI) from learning and training investments. Primary Factors in the Transfer of Training Process
According to Noe (2010), “transfer of training refers to trainees’ effectively and continually applying what they learned in training (knowledge, skills, behaviors, cognitive strategies) to their jobs”. For the transfer to transpire, learned behavior must be universal to the job setting and sustained over a period of time on the job. Given the importance of recognized training programs for organizational efficacy, it is vital that organizations design and implement training programs in the most operative method, and that they (the companies) comprehend the factors that add to training success. Training design, employee attitudes, and the work environment are all primary factors that determine if the training program will be successful.
The training design is important because it provides hands-on experience related to jobs. However, this can hinder the transfer of learning process because the employees can see it as boring, overwhelming, or irrelevant to the job environment. “Trainees are more likely to transfer the training content to the work context when they perceive that the training program was designed and delivered in such a way that maximizes the trainee’s ability to transfer the training to the job” (Velada, Caetano, Michel, Lyons, & Kavanagh, 2007). A chief...