Presentation Reflection: Transfer of Training

Dr. Mohan Yang: Transfer of Training in HRD

Dr. Mohan Yang is an assistant professor for the training specialist program at Old Dominion University. His research interests include: transfer of training, digital transformation, microlearning, accessible design, and online learning. 

My Takeaways

Dr. Yang’s definition of transfer is “Learners effectively apply newly acquired KSAs from a learning context to a performance context and retain such KSAs for ongoing application to meet training goals.” He went into further detail about what knowledge, skill and attitudes. Knowledge is declarative, procedural, and strategic information. Skills are the technical and motor capabilities required for the job. Attitudes are the affective, cognitive, and behavioral aspects of learning. There is a problem with transfer; only a small percentage, less than 30%, occurs. Why is that? Most data points to environment being the biggest barrier. Trainers perceived this as well, with the second problem being training design. Training also needs to be considered on a timeline of before training, during training, and after training. How is the training prepared for with trainees? How is the training designed? What accountability is occurring after training? Think of the training as a part of a system, not an island. 

Personal Reflections

Training is not always the answer for a particular performance problem. Looking at the full picture of the problem, not just they symptoms, is important in finding the truly needed intervention(s) to assist with transfer from learning environment to performance environment. Performance is not tied just to training, it is affected by and effects the entire business system. The model below is from the International Society for Performance Improvement. Analyze the problem and find the root causes, and then you can find what interventions will be best.