Training in the Workplace

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Transfer of Training
Researchers have defined transfer of training as the degree to which the trainee applies what he has learned from a particular training. In other words, it can be stated as the degree to which the behavior is repeated by the trainees in the new situation. Transfer of training usually refers to the application of the trained knowledge, skills and attitude back o the job. Experts from different fields have defined transfer of training in similar but slightly different ways but the common theme of all the definition is focused on application of the newly learned KSA’s acquired in one context to another context (UNDP, 2006).
As the business environment is getting challenging day by day so organizations are investing billions of dollars in this area of trailing and development and their main concern is to improve the individual and the organizations performance. Recent estimates shows that around $55.3 billion to $200 billion are being invested in the training and development area so this investment has not only increased the interest in the training but also there is a growing concern in the organizations that these investments must be justified in terms of improvement in the organizational performance i.e. increased productivity, reduced error and improved market share (A.Cannon-Bowers, 2001).
Literature shows that there are different types of transfer of learning and awareness of such types can help the organization in deciding that what transfer objectives they are trying to achieve and can design their training program accordingly. One of the popular types of TOT is near vs. far learning. Barnard and Jacobs (2007) refer near transfer as the application of the learning to the similar situation in which the tr...

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...e it is the person’s own judgment about his / her competency to perform certain task. If the trainee’s appraisal of their own abilities is high, they will be motivated to attend to learn something new because they have internal belief that they can implement that new learning to their work and this will increase their work performance (Gist, 1989).
Literature suggests that individual characteristics are very important factor while dealing with the transfer problem and the challenges of transfer of training. Because it has been argued that motivation to transfer and motivation learn is dependent on these individual characteristics. However in some studies motivation is part of an individual characteristic that must be considered for the transfer of learning. But the major crux of all the studies is that motivation has the key role to pay in the transfer of learning.

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