Which of the following trainee characteristics is not linked with training transfer?
Training transfer means that learners are able to “transfer” their knowledge and skills learned in a training session back to their jobs. The importance of training transfer cannot be overemphasized. Organizations spend billions of dollars each year on training, yet only a fraction of that investment results in improved performance if training transfer is not supported by stakeholders (i.e. any individual or group that has a “stake” in the transfer of training). These include managers, peers, customers and the employer. Stakeholders also assume responsibility for supporting transfer. Show The goal of training is not simply to gain knowledge and skills, but to transfer learning into performance, which in turn leads to improvements in agency results. Training transfer is not an event; it is a dynamic and complex process that requires planning. There are no specific regulations related to transfer. However, the definition of training in 5 USC 41 implies transfer in the following italicized portion of the definition-- “training” means the process of providing for and making available to an employee, and placing or enrolling the employee in, a planned, prepared, and coordinated program, course, curriculum, subject, system, or routine of instruction or education, in scientific, professional, technical, mechanical, trade, clerical, fiscal, administrative, or other fields which will improve individual and organizational performance and assist in achieving the agency’s mission and performance goals. Federal Government Tools and ResourcesThe following are federal references and resources that can be used to help increase understanding of training transfer:
Private Sector Tools and ResourcesThe following are private sector references and resources that can be used to help increase understanding of training transfer:
In 2010 the American Society for Training and Development estimated that U.S. organizations spent about $171.5 billion on employee learning and development and $1,228 per trainee. Research indicates that only about 10-20% of training is transferred into the workplace. When training does not transfer it is likely that trainees and supervisors will question the benefit of their investment in the training. In other words, time and money are both wasted. With the increased austerity of government resources, an evolving workforce, and the amplified focus on measuring and justifying investments, training investments are coming under increasing scrutiny. The use of effective transfer of training principles can help maximize the effectiveness of training initiatives, many of which are influenced by critical forces, such as, interdependence among agencies, employee development, talent retention, new technology, skill gaps, and alignment of individual training to agency-specific priorities. It is vital to design and implement effective training programs to help address these forces and further agency objectives. It is also important to recognize and overcome the many factors that can inhibit the transfer of training, such as lack of accountability, inadequate resources, and few opportunities to use training knowledge. What are the characteristics of a trainee?Trainee characteristics include motivation, self-efficacy, and utility perceptions. Learning includes declarative knowledge, procedural knowledge, and skilled performance.
What are the characteristics influencing transfer of training?The three main factors that influence the transfer of training are work environment, training design and trainee characteristics (Baldwin and Ford, 1988; Cheng and Hampson, 2008).
What is transfer of training for a trainee?Training transfer means that learners are able to “transfer” their knowledge and skills learned in a training session back to their jobs. The importance of training transfer cannot be overemphasized.
What three things are connected within a transfer of training?Baldwin and Ford's model of the transfer of training three main factors: training inputs, training outputs, conditions of transfer.
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