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Transfer of Learning

Transfer of Learning

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I'd be interested in hearing what others are doing to ensure that learning is embedded following attendance on a training course.

I'm particularly interested in the more intangible areas of management and soft skills training (since this doesn't easily lend itself to pre/post course assessment) and being able to demonstrate that the learning goes beyond the 1 day training event.

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Louise Cole

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Roger Greenaway at PSTD 2016
By Roger Greenaway
19th May 2004 13:10

Transfer of Learning
by Don Clarke
A brief and clear introduction - including an explanation of why transfer during a training event is important.
http://www.nwlink.com/~donclark/hrd/learning/transfer.html

Training Transfer and Behavior Change
by Susan M. Heathfield
Summaries and links to recommended articles about transfer:
http://humanresources.about.com/cs/trainingtransfer/

Improving the Transfer of Training
an adaptation of Broad and Newstrom's before/during/after matrix model with an extra row added for what the trainee's co-workers can do to assist transfer.
Http://www.reproline.jhu.edu/english/6read/6pi/tol/intro5_m.htm

Ten Ways to Make Training Stick
by Susan Boyd (1996)
Actually 30 ways - 10 before, 10 during, 10 after
http://www.astd.org/CMS/templates/index.html?template_id=1&articleid=10446

19 Ways to Help Transfer Training
by Bob Pike
Not a very creative list from the guru of Creating Training, but I do like idea No.13: Have participants keep a journal 5 minutes a day on how they are using the course. Schedule a meeting 21 days later on what worked from their journals.
Http://www.bobpikegroup.com/support/free/deep/19ways.html

A process approach to the transfer of training (part 1)
by Marguerite Foxon
http://www.ascilite.org.au/ajet/ajet9/foxon.html

A process approach to the transfer of training (part 2)
by Marguerite Foxon
http://www.ascilite.org.au/ajet/ajet10/foxon.html

Greenaway, R. (2002) "How Transfer Happens" in: Organisation Development: Topical Papers No. 5, February 2002, 39-55, Brathay, Ambleside. Send email to
[email protected]

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Photograph of Tim Drewitt
By Tim Drewitt
19th May 2004 14:53

As part of our blended soft skills training programmes, we have an integrated transfer of learning phase, which involves participants undertaking mini work-based assignments, each based around one or more of the key learning points from the course, that are open-ended so that each individual can dovetail the learning and the activity into their day-to-day role.

These activities often involve the line manager or peers and the participants complete a short reflective report after each, which is returned to the trainer.

We use a piece of software to schedule, co-ordinate and collate the results of these that provides valuable data to the trainer and organisation as to the postive change taking place on-the-job.

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By admin
03rd Jun 2004 08:23

We use a post course questionnaire which is issued three to 6 months after trainng has taken place.

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By admin
24th May 2004 12:58

If training needs are identified during an appraisal process, the next appraisal round should show whether the skills deficit is still there. This is the micro or 'bottom-up' approach to training and its assessment, as opposed to big government, 'top-down' ways.

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By admin
21st Jun 2004 17:19

Hi Liz,

A usual way of monitoring training after the event of attendance on a programme is to follow Kirkpatricks 4 levels of assessment. Drop me an email and I will forward you an article I recently read about the way it is used :o) [email protected]

Andrew

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