Learning transfer premises

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Learning transfer premises

  1. 1. Dr. Ed Holton, CEO Jones S. Davis Distinguished Professor of Human Resource, Leadership & Organization Development Louisiana State University www.LTSGlobal.com (888) 877-9531
  2. 2. Core Premise #1 <ul><li>Performance change at the job is the central purpose of organizational training. </li></ul>
  3. 3. Core Premise #2 <ul><li>Transfer is a function of a system of influences – not just learning design </li></ul><ul><li>What happens outside the classroom in the work environment is just as important as what happens inside the classroom. </li></ul>Holton , Bates & Lutta, 2009
  4. 4. Transfer Partnership Trainer Trainee Supervisor Senior Management
  5. 5. Key Question Organizational Supports 1 2 3 4 5 Not at all Definitely © copyright Learning Transfer Solutions Global LLC Do factors in the environment help (reinforce) trainee use of new skill?
  6. 6. Key Question 1 2 3 4 5 Not at all Definitely Organizational Constraints © copyright Learning Transfer Solutions Global LLC Do factors in the environment hurt (block) trainee use of new skill?
  7. 7. Together…. <ul><li>These comprise the Learning Transfer System </li></ul><ul><li>Which determines how much learning transfers to the job </li></ul>Holton & Baldwin, 2003; Holton, Bates & Rouna, 2000
  8. 8. Core Premise #3 <ul><li>We can intervene to significantly improve training transfer. </li></ul>
  9. 9. Analysis, Design & Delivery of Training Voluntary Transfer Broad & Newstrom, 1992
  10. 10. Analysis, Design & Delivery of Training Voluntary Transfer Transfer Management Stimulated Transfer Broad & Newstrom, 1992
  11. 11. Core Premise #4 <ul><li>Transfer interventions will be most successful where the explicit goal is performance improvement. </li></ul>Holton & Baldwin, 2003
  12. 12. Core Premise #5 <ul><li>Transfer is a process with multiple “leverage” points for intervention </li></ul>
  13. 13. Leverage Points © copyright Training Transfer Solutions LLC
  14. 14. Core Premise #6 <ul><li>Achieving transfer does not require substantial investment in new processes and systems </li></ul><ul><ul><li>Does require that we focus existing management and organizational processes on learning </li></ul></ul>Holton & Baldwin, 2003; Bates, 2003
  15. 15. Core Premise #7 <ul><li>Transfer is multi-dimensional </li></ul>
  16. 16. Transfer Distance Model © copyright Training Transfer Solutions LLC Learning Process From Knowledge to Performance Capability Work Process From Performance Capability to Sustained Performance Holton & Baldwin, 2003 1 2 3 4 5 6 Acquiring Knowledge “ Know that” Acquiring Knowledge for use “ Know how” Building Performance Capability Thru Practice Application for Job Specific Proficiency Repeating and Maintaining Application Generalizing for Far Transfer

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