L+D 9 Flashcards
9
the application of the knowledge and skills acquired in a training program on the job, and the maintenance of acquired knowledge and skills over time
transfer of training
the use or application of learned material on the job
generalization
use or application of learned material on the job over a period of time.
maintenance
trainees apply new knowledge, skills, and attitudes acquired in training on the job
positive transfer
trainees are not using new knowledge and skills on the job
zero transfer
training has had a negative effect, and trainees are performing worse as a result of a training program
negative transfer
the extent to which trainees apply what was learned in training to situations that are very similar to those in which they were trained
near transfer
he extent to which trainees apply what was learned in training to novel or different situations from those in which they were trained
far transfer
the transfer of knowledge and skills across different settings or contexts at the same level
horizontal transfer
transfer from the individual, or trainee, level upward to the organizational level
vertical transfer
the extent to which supervisors reinforce and encourage the use of learning on the job
supervisor support
mental capability that … involves the ability to
reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and
learn from experience
cognitive ability
There are three primary factors in Baldwin and Ford’s concept of training transfer:
Training inputs
Training outputs
conditions of transfer
trainees’ capabilities , personality traits, motivational factors values and interests, attitudes and emotions , and perceptions
trainee characteristics
extent to which trainees are motivated to use the knowledge and skills learned in training on their job
motivation to transfer
A trainee’s intended effort to use skills and
knowledge learned in training when they return
to the workplace
motivation
An employee will attribute their
success and failures to their own efforts.
internal locus of control
A person’s belief in his or her ability to succeed
in a particular situation
(Albert Bandura)
self-efficacy
providing trainees with training experiences and conditions that closely resemble those in the actual work environment
identical elements
Teaching trainees the general rules and theoretical principles that underlie the application of trained knowledge and skills is called:
general principles
providing trainees with a variety of training stimuli and experiences, such as multiple examples of a concept or practice experience in a variety of situations.
stimulus variability
The extent to which a trainee is provided the
opportunity to practice (and receive feedback on)
using newly learned skills on the job
opportunity to perform
characteristics in the work environment that can either facilitate or inhibit the application of training on the job
training transfer climate
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
continuous learning culture
an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations, and to develop skills and strategies to overcome
them
relapse prevention
a post-training transfer intervention that teaches trainees to perform a series of steps to manage their transfer behaviour
self-management
