TRAINING DESIGN PROCESS - STEP 4 (TRANSFER OF TRAINING)

TRANSFER OF TRAINING

• Transfer of training refers to trainees effectively and continuously applying what they learned in training to do their jobs.
• It is important that what is emphasized in training is used in job (transfer of training ) and that knowledge is not lost.
• Most training program is focused on developing but not follow up.
• Research suggests that only 62% of transfer training occurs after training and decreases to 34% in next year.

A MODEL OF TRANSFER OF TRAINING

1.Generalization
Refers to trainees ability to apply learned capabilities to situation in job that are not identical to learning environment.

2.Maintenance
Refers to the process of continuing to use newly acquired capabilities overtime.

3.Learning Environment
It include meaningful material, opportunity to practice, feedback, program, organization, physical features of training site.

TRAINING DESIGN
It is characteristic of learning environment.

Application of transfer of training theory
1.Theory of identical elements

Theory proposes that transfer of training occurs when what is being learned in training section is identical to what trainee has to perform on job.
Fidelity refers to extend to which training environment similar to work environment.

2.Stimulus Generalization Approach

• suggest the way to understand the transfer of training issue to construct training so that most important features of general principles are emphasized.
• It is also known as behavioural model training.
• Training program should teach general concepts and principles.
• Aware of examples from experience similar to one in training.

3.Cognitive Transfer Training

• It is based on information processing theory. 
• Recalling stored information and retrieving are key aspects.
• providing coding strategies so that information is easily retrieved from memory.

ENCOURAGE TRAINEE RESPONSIBILITY AND SELF MANAGEMENT

• Self management refers to persons attempt to control certain aspects of decision making and behaviour. Involves in 
• Setting goals to use learning capabilities, apply to job, monitoring, engaging in self reinforcement.
• Self management is important in case of lack of support from peers , managers, work environment.
• Trainee Responsibility are before training need to consider why attending training, set of goals.
• Need to do pre-training assignment, involvement, sharing information.

WORK ENVIRONMENT CHARACTERISTICS THAT INFLUENCE TRANSFER

1.Climate of transfer
It is trainees perception about wide variety of characteristics of work environment that facilitate or inhibit use of trained skills or behaviour.

2.Manager support
Managers support refers to degree to which managers emphasize the important of attending program, stress the application content to the job.
Basic level of support is allow to attend the program and greater level is to participate.

3.Peer support
A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities of job.

4.Opportunity to use learned capabilities
Refers to extend to which trainee is provided with actively seeks experience that allows for application of new learned competencies from training program.

5.Technological support
Electronic performance support systems are computer applications that can provide skills training, information access and expert advice. Technology should be available to implement learned capability.