Transfer of training refers to the application of knowledge, skills, and attitudes learned in a training environment to a job or task in the workplace. It’s a crucial concept in organizational psychology and learning theory, as it determines the effectiveness and value of training programs.
The process involves three key elements:
- Generalization: The ability to apply learned concepts to different situations.
- Maintenance: The continued use of learned skills over time.
- Application: The actual implementation of learned material in the work environment.
Transfer of training can be positive (enhancing job performance), negative (hindering job performance), or neutral. Factors influencing successful transfer include:
- Trainee characteristics (motivation, cognitive ability)
- Training design (relevance, practice opportunities)
- Work environment (support, opportunities to apply skills)
Effective transfer of training is essential for organizations to see a return on their investment in employee development and to improve overall performance.
