The Transfer of Training Essay Sample
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The Transfer of Training Essay Sample
It is no surprise that training is extremely important to the progression of organizations. It should then be no surprise that there is a great need to for the employees to use this training as a way to improve their knowledge, abilities, and skills. According to the text, “Transfer of training refers to trainees’ effectively and continually applying what they learned in training (knowledge, skills, behaviors, cognitive strategies) to their jobs,” (Noe, 2010, Pg. 187). Once there is learning retention from the training program, the employees can then begin to generalize and maintain their learning. Generalization means that the employee can take what has been learned and apply them to similar work situations and problems to those described by the training. Maintenance happens when employees continue to use this knowledge over time. Unfortunately, an industry report suggests that around the world organizations spend billions of dollars a year on training, but the research shows that training is not having the return that they would like to see (Jaidev, 2012, Pg. 55).
The important questions one must ask are 1) what are the primary factors that play a role in the success of the process, 2) how can application of the training objectives be sustained, and 3) what are some of the challenges? Throughout this paper these questions will be answered. What are the primary factors that play a role in the success of transferring training? Referring to the text, “…the work environment and trainee characteristics play an important role in ensuring that transfer of training occurs. Transfer of training is also influenced by training design,” (Noe, 2010, Pg. 187). The work environment should be one that supports learning. There should not only management support, but also peer support as well. Employees should encourage one another to use the new learning in their everyday work. The two traits of employees that affect the transfer of training most are their ability and their motivation. The success of the transfer of training also comes before the training has ever begun through the training design.
The training objectives should be measurable. The training lesson should have the different ways people learn considered. The trainer should have an understanding of the theories of training transfer. The training should be held in a positive environment for learning to occur. All of these forces work together to create the successful transfer of training. The next question is how can one make sure that the training objectives can be maintained? This answer can also be answered with one of the answers to the last question. The work environment is very important to the transfer of training and in turn the sustainment of the training objectives. As stated before, managers and peers alike should provide encouragement and support of learning. More importantly, the employees should be given the opportunity to use the new training in their every day work. This includes updating all equipment and technology to assist employees in using the training. One article suggests that needs assessments should be conducted to see what the employees know and what they need to learn (McConnell, 2003, Pg. 3).
Once this is discovered training objectives can be altered accordingly which will help in the end keeping the objectives sustained. During training, self-management tools should be given to employees so they can manage their own learning after the training is over. The cognitive theory of transfer suggests that the transfer of training can be more successful if employees can recall the training objectives (Noe, 2010, Pg. 192). This means training information needs to be meaningful. There are many factors to keep the objectives sustained. While there are many ways to make the transfer of training successful, there are also challenges. The three broad factors that challenge the transfer of training are 1) work conditions, 2) lack of peer support, and 3) lack of management support. Work conditions influence the work environment which has already been established to be very important in the success of the transfer of training. Time pressures, inadequate equipment, few opportunities to use skills, and an inadequate budget are the factors that affect the work environment.
When these things occur the employee cannot use the new skills they have learned and have a hard time maintaining. Lack of peer support comes when peers do not support the use of the new skills, refuse to provide feedback, and see training as a waste of time. Lack of management support happens if management does not support the use of the new knowledge or help the employees use their new knowledge (Noe, 2010, Pg. 193). All these challenges further prove that there is a great need for a positive work environment and support. With this, it is clear training helps to further an organization’s greatest asset – human capital. If training can be generalized and maintained than the organization has been successful in getting their return on the money they spent on training. The primary factors that aid in the success of this are work environment, trainee characteristics, and training design. There needs to be support from the work environment, managers, and peers. The training should keep in mind all the theories of transfer. Challenges should be faced so that the training objectives are maintained. The transfer of training is very important to continue the progression of any organization
Jaidev, U., & Chirayath, S. (2012). Pre-Training, During-Training and Post-Training Activitiesas Predictors of Transfer of Training. IUP Journal Of Management Research, 11(4), 5470. McConnell, J. H. (2003). How to Identify Your Organization’s Training Needs : A PracticalGuide to Needs Analysis. AMACOM. Noe, R. (2010). Employee training and development (5th ed.). New York: McGraw-Hill Irwin.ISBN: 9780073530345