Transfer of Training

Introduction

 Transfer of training is applying knowledge and skills acquired during training to a

targeted job or role. This is a term commonly used within industrial and
organizational psychology
 Transfer of training is more likely to occur when the trainee works on tasks during
training (e.g., knowledge, equipment, or processes) that are very similar, if not
identical, to the work environment (near transfer)
 Closed Skills and Open Skills
Types

 Positive transfer -Training increases performance in the targeted job or role.

Positive transfer is the goal of most training programs
 Negative Transfer: Training decreases performance in the targeted job or role.
 Zero Transfer: Training neither increases nor decreases performance in the
targeted job or role
Transfer of Training Theories`

 Theory of Identical Elements

 Stimulus Generalisation Approach
 Cognitive Theory of Transfer
 Theory of Identical Elements

 Theory of identical elements proposes that transfer of training occurs when what is
being learned in the training session is identical to what the trainee has to perform on
the job.
 Transfer is maximum learning environment bare similar to those encountered in the
work environment
 Eg. Simulators for pilots
Model of Transfer
 Theory of Identical Elements

 The theory of identical elements has been applied to many training programs,
particularly those that deal with the use of equipment or that involve specific procedures
that must be learned.
 Identical elements theory is particularly relevant in making sure that near transfer occurs.
 Fidelity refers to the extent to which the training environment is similar to the work
environment
 Near transfer refers to trainees` ability to apply learned capabilities exactly to the work
situation
 Eg: Simulation to pilots, Military training
 Stimulus Generalisation approach

 The stimulus generalization approach suggests that the way to understand the transfer of
training issue is to construct training so that the most important features or general
principles are emphasized.
 It is also important to identify the range of work situations in which these general
principles can be applied.
 Far transfer refers to the trainee’s ability to apply learned capabilities to the work
environment, even though the work environment (equipment, problems, tasks) is not
identical to that of the training session
 Behaviour modelling theory –Social learning theory
 Cognitive Theory of Transfer

 The likelihood of transfer depends on the trainees’ ability to retrieve learned

capabilities. This theory suggests that the likelihood of transfer is increased by
providing trainees with meaningful material that enhances the chances that they will
link what they encounter in the work environment to the learned capability
 Being able to strategise
 Application assignments are work problems or situations in which trainees are asked
to apply training content to solve them.
 Work Environment that influences Transfer

 Climate for transfer refers to trainees’ perceptions about a wide variety of characteristics of the work environment
that facilitate or inhibit use of trained skills or behavior. These characteristics include manager and peer support,
opportunity to use skills, and the consequences for using learned capabilities
 Manager Support
 Peer Support
 Opportunity to Use Learned Capabilities
 Technological Support
Organisational Environment That encourages
Transfer

 Learning Organisation
 Knowledge management