In theoretical and empirical research the elusive phenomenon of training transfer has widely been neglected. Attempts to grasp the many facets of the transfer of training in a comprehensive theory have been few. Transfer has traditionally been regarded as a training product to be measured at a fixed point of time after the course. Alternatively, some authors suggests a process approach to transfer and argue that transfer of training is a complex and discontinuous process of successful skill application and recurring setbacks, of achieved behaviour change and frequent relapse to old habits. Consequently, the identification and measurement of transfer delivers a comprehensive picture only when it sets in at various points of time after the training. Throughout the transfer process the trainee is exposed to factors inhibiting or facilitating the transfer of training to the workplace. The influences of transfer facilitators and transfer barriers are outlined in this text.
Inhaltsverzeichnis (Table of Contents)
- Factors inhibiting or facilitating training transfer
- Trainee factors
- Motivation-related factors
- Ability-related factors
- Personality-related factors
- Training design and delivery
- Environmental factors
- Job-related environmental factors
- Organisation-related environmental factors
- A socio-cultural approach to training transfer
- Socialisation during transfer
- Socialisation at the workplace
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper aims to explore the transfer of training into the work environment through a socio-cultural lens. It addresses the often-overlooked post-training period, examining factors that hinder or facilitate successful skill application. The study moves beyond traditional views of training transfer as a singular event, emphasizing it as a dynamic and ongoing process.
- Factors influencing training transfer (trainee, training design, and environment)
- A process-oriented approach to understanding training transfer
- The role of motivation, ability, and personality in successful transfer
- The impact of workplace socialization on skill application
- The limitations of focusing solely on pre-training factors in explaining transfer success
Zusammenfassung der Kapitel (Chapter Summaries)
Factors inhibiting or facilitating training transfer: This chapter delves into the multifaceted factors influencing the transfer of training, moving beyond the traditional focus on pre-training elements. It highlights the critical role of the post-training period and introduces a process-oriented approach. The chapter categorizes these factors into trainee characteristics (motivation, ability, personality), training design and delivery, and environmental factors (job and organizational contexts). It emphasizes the interplay of these factors and suggests that a comprehensive understanding of transfer requires considering their combined influence. The limitations of previous research that often overlooked post-training environmental influences are also discussed, setting the stage for a more nuanced perspective.
A socio-cultural approach to training transfer: This chapter proposes a socio-cultural framework for understanding training transfer. It argues that the successful application of learned skills is deeply intertwined with the social and cultural context of the workplace. The chapter explores the concept of socialization, both during the training itself and within the work environment, as a key driver of transfer success or failure. By shifting the focus from individual characteristics to the social dynamics at play, this chapter offers a more holistic and nuanced approach to analyzing the transfer process, emphasizing the importance of social interaction and cultural norms in shaping behavior change.
Schlüsselwörter (Keywords)
Training transfer, workplace learning, socio-cultural approach, socialization, motivation, ability, personality, environmental factors, post-training period, skill application, process-oriented perspective, organizational commitment, self-efficacy.
Frequently Asked Questions: A Socio-Cultural Approach to Training Transfer
What is the main focus of this document?
This document provides a comprehensive overview of a paper exploring training transfer into the work environment through a socio-cultural lens. It emphasizes the post-training period and the dynamic, ongoing nature of the transfer process, moving beyond traditional views.
What are the key themes explored in the paper?
Key themes include: factors influencing training transfer (trainee characteristics, training design, and environment); a process-oriented approach to understanding training transfer; the roles of motivation, ability, and personality; the impact of workplace socialization on skill application; and the limitations of solely focusing on pre-training factors.
What factors are discussed as inhibiting or facilitating training transfer?
The paper categorizes factors influencing training transfer into trainee characteristics (motivation, ability, and personality), training design and delivery, and environmental factors (job and organizational contexts). It highlights the interplay of these factors and the limitations of previous research which often overlooked post-training environmental influences.
What is the socio-cultural approach to training transfer?
This approach argues that successful skill application is deeply intertwined with the workplace's social and cultural context. It emphasizes socialization (during training and in the workplace) as a key driver of transfer success or failure, offering a holistic view that considers social dynamics and cultural norms.
What is the structure of the original paper?
The paper includes a table of contents, objectives and key themes, chapter summaries (covering factors inhibiting/facilitating transfer and a socio-cultural approach), and keywords. This preview provides a comprehensive summary of the key arguments and findings.
What are the key takeaways from the chapter on factors inhibiting or facilitating training transfer?
This chapter emphasizes the critical role of the post-training period and introduces a process-oriented approach. It highlights the interplay of trainee characteristics, training design, and environmental factors in determining transfer success, pointing out the limitations of focusing solely on pre-training elements.
What are the key takeaways from the chapter on the socio-cultural approach to training transfer?
This chapter advocates for a shift from focusing solely on individual characteristics to understanding the social dynamics and cultural norms within the workplace. It stresses the crucial role of socialization, both during and after training, in influencing the successful application of learned skills.
What are the key words associated with this research?
Key words include: Training transfer, workplace learning, socio-cultural approach, socialization, motivation, ability, personality, environmental factors, post-training period, skill application, process-oriented perspective, organizational commitment, and self-efficacy.
Who is the intended audience for this preview?
This preview is intended for academic use, supporting the analysis of themes related to training transfer in a structured and professional manner.
- Quote paper
- Marco Köster (Author), 2002, The transfer of training into the work environment - a socio-cultural approach, Munich, GRIN Verlag, https://www.grin.com/document/25294