5 Responses

1. links to useful articles about transfer
   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]

2. The Action Dimension
   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.

3. Link it to appraisal
   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.

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

5. Kirkparticks 4 Levels of Assessment
   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