Transfer of TrainingTransfer of Training

Anup K. SinghAnup K. Singh

Stakeholder Approach to Training Stakeholder Approach to Training EffectivenessEffectiveness

Training Effectiveness

TrainingAgency

TheTrainee

TheSuperior

TheOrganisation

Huber (1991)Huber (1991)Nature of Organisational Nature of Organisational LearningLearning Organisational learning consists Organisational learning consists

of four major constructs: of four major constructs: knowledge acquisition, knowledge acquisition, information distribution, information distribution, information interpretation, and information interpretation, and organisational memory. organisational memory.

Senge (1990)Senge (1990)Elements of Learning Elements of Learning OrganisationOrganisation

Develop personal masteryDevelop personal mastery Use mental modelsUse mental models Build shared visionBuild shared vision Understand the power of Team Understand the power of Team

learninglearning Use systems thinkingUse systems thinking

What Is Transfer of What Is Transfer of TrainingTraining

Transfer of training can be Transfer of training can be defined as the application of defined as the application of knowledge, skills and attitudes knowledge, skills and attitudes learned from training on the job learned from training on the job and subsequent maintenance of and subsequent maintenance of them over a certain period of them over a certain period of time and generalisation across time and generalisation across contexts.contexts.

Organisational FactorsOrganisational Factors

An organizational culture that fosters An organizational culture that fosters employee development and growth, employee development and growth, favours constant improvement and favours constant improvement and progress, and encourages employee progress, and encourages employee initiative initiative

Pre-course discussion with bossPre-course discussion with boss Supervisor (Goal setting, feedback, Supervisor (Goal setting, feedback,

guidance and support)guidance and support) Social support from peersSocial support from peers Coaching to use knowledgeCoaching to use knowledge Opportunity to use knowledge and skillsOpportunity to use knowledge and skills

Programme FactorsProgramme Factors

Alignment of training with the Alignment of training with the strategic plan of the organisationstrategic plan of the organisation

Training designTraining design Interactive training activitiesInteractive training activities Relevant trainingRelevant training Trainer’s professional knowledge and Trainer’s professional knowledge and

understating of training principlesunderstating of training principles Evaluation of trainingEvaluation of training Action planning and monitoringAction planning and monitoring

Individual FactorsIndividual Factors

Trainee’s motivationTrainee’s motivation Ability and opportunity to reflect Ability and opportunity to reflect

on learningon learning Outcome expectancyOutcome expectancy Autonomy on the jobAutonomy on the job