Transfer of Training
Transfer of Training
Transfer refers to whether the knowledge, skills and
attitudes developed during training are then used on the job. The goal is for
training to transfer into positive, on the job performance. Research indicates
that unless strategies are used to specifically improve transfer, only about 20%
of training content is actually used on the job. Discussed below are research-based
strategies that have proven effective at increasing transfer.
Trainee
Motivation - In addition
to teaching knowledge and skills, training also needs to target the motivation
of trainees to use what they have learned. Explaining the importance of the
content and how the trainee will benefit from using the skills are two methods
for increasing motivation.
Confidence - Trainees who
are confident are far more likely to use the skills they’ve learned in
training. Build opportunities for trainees to have success in training and
offer positive, affirming feedback to increase transfer.
Training
Expectations - During
training make it clear that the expectation is that skills taught will be used
on the job. Help trainees understand when to use the skills and the cues that
should trigger them to use those skills.
Relevance – Training
content should be directly tied to the demands of the job. Review training
content and remove content that doesn’t directly impact the trainees’ ability
to succeed on the job.
Practice - Build
opportunities into training for trainees to practice the skills being
taught. This builds both competence and
confidence.
Organization
Opportunity - Once a skill
is learned, it will only be retained if practiced. Make sure trainees are given
opportunities after training to practice their new skills in on the job
settings.
Supervisor - The single
most important factor in whether skills transfer is the trainee’s next level
supervisor. It is critical they model the skills, coach trainees in using them
and hold trainees accountable for applying them on the job.
Peers - If a trainee
experiences their peers using the skills they have been taught they are far
more likely to use them themselves. Creating a culture where the skills taught
are “the way we do things” is important in promoting transfer.
Expectations - The
organization needs to set clear expectations that the skills taught in training
are to be used on the job. Trainees need to be held accountable through regular
observation and feedback.