Training Transfer: Design, Characteristics and Job Environment Essay

Exclusively available on Available only on IvyPanda® Made by Human No AI

Introduction

The traditional and formal employee training comprises the acquisition of new skills and knowledge. The people, who acquire these skills and knowledge, utilize them in different fields of gainful employment. This means that gainful skills acquired in training, should be applied in employment.

Formal training programs are meant to enlighten, but not to be applied in employment. Only a tenth of the knowledge gained from training is taken back to the office. The expenses incurred during training are extremely high, and there is need for the employers to maximize on the knowledge gained. The non-transfer of training can amount to billions being wasted annually.

Transfer of training means that the skills and knowledge gained by trainees should be applied throughout in their jobs. Cognitive strategies and behavior should also be transferred. The primary factor for the transfer and its aspects of success are a query of debate.

The process of training transfer has challenges involved in its progression. After assessments, training and application, transfer of training should be planned. The design, characteristics and job environment are key aspects depicting transfer of training.

The primary factors that play a role in the success of transfer of training process

A positive transfer of training is the level at which the trainees apply gains from the training context to their work experience. The laxity in the linkage between performance and training defines the problem in the transfer of training. The transfer of training can be termed as near or far to situation. This is determined by the similarity and dissimilarity in training conditions respectively.

The stakes of transfer of training are high. Considering these facts, it is necessary to improve the outcome from all training programs while minimizing losses in transfer. The knowledge of this concept can be traced to the 1990’s, but the implementation of transfer of training in formal organization emerged in the 1970’s.

The transfer of training holds that the generalization and maintenance are both utilized. Generalization incorporates application of learnt capabilities, while maintenance involves the use of the material for a period.

Managers and supervisors need to adopt competences in order to improve transfer agents. These competences are grouped into two categories. The first is influence and transfer support. Here, the managers establish transfer goals, challenges, and offer incentives to encourage transfer.

The managers are also entitled to offer training to their employees. The second one is the result-oriented transfer. Here, results are analyzed, transfer issues diagnosed, and learning transfer process improved by managing its elements.

Challenges of the aspects of the transfer of training

The methods of evaluating transfer of training are numerous, and they vary. These methods also require intensive labor. The methods of improving entry level for motivation are also vast and numerous. Relationship between transfer climate and transfer preparation are influenced by the trainee motivation. Behavior change, if not detected and rectified, is an enormous obstacle.

This will in turn affect the transfer of the training process. Another challenging aspect of transfer training includes the application of e-learning systems on the transfer of training. Without e-learning, the future of transfer training is inhibited.

Pre-training impacts on the transfer of training process are challenging factors to the activities of transfer. Free will on attendance gives the employee an edge in acquiring more knowledge. It improves the learning process during training and the motivation to transfer training.

Many organizations hinder this option as they make it mandatory for the attendance of the training. This will in turn affect the transfer in training. A new edge should be considered in the sense that the introduction of realistic training preview is implemented.

Early managerial briefs will encourage the managers to brief their employees and encourage them to willingly attend the training. The managerial support is vital in the transfer of training. Remedial training is deemed to produce better motivation.

The motivation of the program will be influenced by program reputation. Perceived results and value of training will also affect the job performance and in turn affect transfer in training. Therefore, preparation of the trainee for training ensures optimum results in transfer of training. Improved entry motivation leads to comprehensive learning that enables improved transfer of training.

Sustaining applications of the training objectives

Factors that affects transfer of training includes the training design, training motivation, and workplace conditions. Application of these factors to the required standards will sustain the application of the training process effectively. The motivating factor on the transfer of training has since been utilized to improve the job condition through the learning process.

Self-efficacy directly affects the will and motivation to learn. Furthermore, impact on motivation directly affects the transfer of training. Self-efficacy should be aligned according to scenario, as it is amenable making it easy to alter.

Design of transfer can be done in many different ways in order to promote transfer of training. Active participation and learning to the maximum are types of designs of transfer of training and all contribute to the transfer process.

The trainees can also use another design of transfer of training known as relapse control. This affects the transfer of training. Feedback coupled with goal setting in work performance improvement also directly impact on application of the training objectives sustained and on transfer of training.

More related papers Related Essay Examples
Cite This paper
You're welcome to use this sample in your assignment. Be sure to cite it correctly

Reference

IvyPanda. (2019, May 31). Training Transfer: Design, Characteristics and Job Environment. https://ivypanda.com/essays/the-transfer-of-training-2/

Work Cited

"Training Transfer: Design, Characteristics and Job Environment." IvyPanda, 31 May 2019, ivypanda.com/essays/the-transfer-of-training-2/.

References

IvyPanda. (2019) 'Training Transfer: Design, Characteristics and Job Environment'. 31 May.

References

IvyPanda. 2019. "Training Transfer: Design, Characteristics and Job Environment." May 31, 2019. https://ivypanda.com/essays/the-transfer-of-training-2/.

1. IvyPanda. "Training Transfer: Design, Characteristics and Job Environment." May 31, 2019. https://ivypanda.com/essays/the-transfer-of-training-2/.


Bibliography


IvyPanda. "Training Transfer: Design, Characteristics and Job Environment." May 31, 2019. https://ivypanda.com/essays/the-transfer-of-training-2/.

If, for any reason, you believe that this content should not be published on our website, please request its removal.
Updated:
This academic paper example has been carefully picked, checked and refined by our editorial team.
No AI was involved: only quilified experts contributed.
You are free to use it for the following purposes:
  • To find inspiration for your paper and overcome writer’s block
  • As a source of information (ensure proper referencing)
  • As a template for you assignment
Privacy Settings

IvyPanda uses cookies and similar technologies to enhance your experience, enabling functionalities such as:

  • Basic site functions
  • Ensuring secure, safe transactions
  • Secure account login
  • Remembering account, browser, and regional preferences
  • Remembering privacy and security settings
  • Analyzing site traffic and usage
  • Personalized search, content, and recommendations
  • Displaying relevant, targeted ads on and off IvyPanda

Please refer to IvyPanda's Cookies Policy and Privacy Policy for detailed information.

Required Cookies & Technologies
Always active

Certain technologies we use are essential for critical functions such as security and site integrity, account authentication, security and privacy preferences, internal site usage and maintenance data, and ensuring the site operates correctly for browsing and transactions.

Site Customization

Cookies and similar technologies are used to enhance your experience by:

  • Remembering general and regional preferences
  • Personalizing content, search, recommendations, and offers

Some functions, such as personalized recommendations, account preferences, or localization, may not work correctly without these technologies. For more details, please refer to IvyPanda's Cookies Policy.

Personalized Advertising

To enable personalized advertising (such as interest-based ads), we may share your data with our marketing and advertising partners using cookies and other technologies. These partners may have their own information collected about you. Turning off the personalized advertising setting won't stop you from seeing IvyPanda ads, but it may make the ads you see less relevant or more repetitive.

Personalized advertising may be considered a "sale" or "sharing" of the information under California and other state privacy laws, and you may have the right to opt out. Turning off personalized advertising allows you to exercise your right to opt out. Learn more in IvyPanda's Cookies Policy and Privacy Policy.

1 / 1