Chapter 9 - Transfer of Training Flashcards
Booster session
Extensions of training programs that involve
a review of the training material
Continuous learning culture
A culture in which
members of an organization believe that knowledge and skill acquisition are part of their job responsibilities and that learning is an important part
of work life in the organization
Debriefs
Discussions about
trainees’ transfer experiences and transfer obstacles
Far transfer
The extent to which trainees can apply
what was learned in training to novel or different situations from those in which they were trained
Generalization
The use or application of learned material to the job
General principles
The general rules and theoretical principles that underlie the application of trained knowledge and skills
Goal-setting intervention
An intervention that instructs trainees about the goal-setting process and how to set specific goals for using trained skills on the job
Horizontal transfer
The transfer of knowledge and skills across different settings or contexts at the same level
Identical elements
Training experiences and conditions that
closely resemble those in the actual work environment
Maintenance
The use or application of learned material on the job over a period of time
Motivation to transfer
A trainee’s intended effort to use on the job skills and knowledge learned in training
Near transfer
The extent to which trainees can apply what was learned in training to situations that are very similar
to those in which they were trained
Negative transfer
Training has had a negative effect and trainees are performing worse as a result of a training program
Opportunity to perform
The extent to which a trainee is provided
with the opportunity to perform trained tasks on the job
Performance contract
An agreement outlining how the newly learned skills will be applied to the job
Positive transfer
Trainees apply new knowledge, skills, and
attitudes acquired in training on the job
Post-training supplements
Transfer interventions that take place on the job following a training program
Readiness to learn/ trainability
The extent to which an individual has the
knowledge, skills, abilities, and motivation to learn the training content
Relapse
When trainees revert back to using old skills or their pre-training behaviour
Relapse prevention
An intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them
Self-coaching
Trainees examine the extent to which they have engaged in trained behaviours and establish performance maintenance and improvement goals
Self-management
A post-training transfer intervention that teaches trainees to manage their transfer behaviour
Stimulus variability
A variety of training stimuli and experiences, such as multiple examples of a concept and practice experiences in a variety of situations
Supervisor support
The extent to which supervisors reinforce
and encourage the use of learning on the job
Trainee characteristics
Trainee capabilities, personality traits, motivational factors, values and interests, attitudes and emotions, and perceptions
Training transfer climate
Characteristics in the work environment that can either facilitate or inhibit the application of training on the job
Transfer system
All factors in the person, training, and organization that
influence transfer of learning to job performance
Transfer of training
The generalization of knowledge and skills learned in training on the job and the maintenance of acquired knowledge and skills over time
Transfer of training interventions
Interventions provided at the end of a training program to facilitate the transfer of training
Upward feedback
Trainees receive data on the frequency with
which they engaged in trained behaviours and written comments on their performance from subordinates
Valence
Beliefs about the desirability of outcomes obtained from training
Vertical transfer
Transfer from the individual or trainee level to the organizational level, or the extent to which changes in
trainee behaviour or performance transfer to organizational-level outcomes
WIIFM
What’s in it for me?
Zero transfer
Trainees do not use new knowledge, skills, and attitudes acquired in training on the job
