What Is Transfer of Training? Near vs. Far Transfer

Transcript

let's take a look at transfer of training transfer of training can be broken down into two basic categories near transfer and far transfer near transfer assumes that the job conditions to which the transfer is occurring are similar to training conditions for example shadowing somebody when you start a new job to see how the work's done far transfer... Read More

Key Insights

• 🧑‍🌾 Near transfer assumes similar training and job conditions, while far transfer involves applying skills in different settings, people, or situations.
• ❓ Personality traits like conscientiousness, agreeableness, and extroversion positively impact motivation and training transfer.
• 😑 Pre-training conditions, such as voluntary attendance and realistic training information, influence trainee learning and attitudes towards training.
• 🖐️ Supervisor support plays a crucial role in training transfer by providing opportunities for practice and integration of new skills.
• ❓ Organizational climate and culture greatly influence the likelihood of training transfer, with support from supervisors and peers being crucial.
• 🤳 Self-efficacy, trainee's belief in their ability to succeed, positively impacts both learning within the training program and transfer to the job.
• 😄 Spacing out cognitive training and providing regular refreshers eases the cognitive load and enhances transfer.

Questions & Answers

Q: What is transfer of training?

Transfer of training occurs when trainees apply learned skills and knowledge to their jobs. It is more likely when training produces the necessary learning and the workplace provides support and opportunities to use it.

Q: What is the difference between near and far transfer of training?

Near transfer occurs when job conditions are similar to training conditions, such as shadowing someone when starting a new job. Far transfer requires learned skills to generalize across different settings, people, or situations and to be maintained over time.

Q: Which personality traits support successful training transfer?

Conscientiousness, agreeableness, and extroversion positively affect motivation to improve work through learning. Transfer also depends on trainees accepting responsibility for results, believing training will produce desired personal outcomes, managing their careers, and remaining open to feedback.

Q: How does self-efficacy affect training transfer?

Self-efficacy is a trainee’s belief in their ability to succeed. The transcript says research indicates that it can positively affect both learning during the training program and transfer to the job.

Q: How do pre-training conditions influence learning transfer?

Voluntary attendance can improve trainees’ entry motivation and learning. Providing realistic information about the program can also produce more positive attitudes toward training and greater eagerness to learn.

Q: Why is supervisor and peer support important for training transfer?

Transfer is more likely when supervisors understand how to support the training process and give trainees opportunities to practice new skills. Coworker support also helps integrate those skills into on-the-job behavior.

Q: How do organizational climate and culture affect training transfer?

The more an organization supports training transfer through both words and actions, the more likely learning is to transfer to the job. Its culture and climate must encourage supervisor and peer support during training.

Q: How can organizations improve transfer after training?

Organizations can space out cognitive training and provide regular refreshers, which help trainees learn complex concepts and tasks while easing cognitive load. They can also provide practice opportunities and follow-up meetings where trainees discuss problems and brainstorm ways to overcome challenges.

Summary & Key Takeaways

• Transfer of training can be categorized as near transfer (similar work conditions) or far transfer (different settings/people/situations).

• Personality traits like conscientiousness, agreeableness, and extroversion positively impact motivation and transfer of training.

• Pre-training conditions, voluntary attendance, realistic training information, and supervisor support play important roles in training transfer.