14-05-2012, 04:01 PM
Transfer of learning
Transfer of training refers to the extent to which competencies learned in training can be applied on the job.
Transfer may be positive (i.e. it enhances job performance), negative (i.e. it hampers job performance), or neutral.
Transfer of learning can also be classified as near transfer (what has been learned is capable of being directly applied on the job) and far transfer (using the learning in new situations or in creative ways).
Factors that promote transfer of learning
Principle of identical elements: developed by Thorndike & Woodworth. Acc to it the more similarity b/w the training environment & work environment in terms of the stimuli present & responses required more will be the transfer of learning. It has two components namely physical fidelity (similarity of physical conditions) & psychological fidelity (the extent to which trainees attach similar meaning to both the situations)
General principle: by Hendrickson & Schroeder. Acc to it instead of focusing on identical elements, learning the fundamental elements of a task will ensure transfer of training.
Stimulus variability: refers to using multiple contexts, examples & practice situations for learning
Work environment factors: like organisational culture, supervisor role, appropriate work settings