Learning Transfer System Inventory research

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Learning Transfer System Inventory research

  1. 1. Research to Practice: Learning Transfer Lessons Dr. Ed Holton, CEO Jones S. Davis Distinguished Professor of Human Resource, Leadership & Organization Development Louisiana State University www.LTSGlobal.com (888) 877-95311 © copyright Learning Transfer Solutions Global LLC
  2. 2. United States Training Industry• $134 BILLION spent in the U.S. in 2008 (ASTD) – Direct cost only; no trainee salaries/wages included• Only 10 – 30% results in changed job performance © copyright Learning Transfer Solutions Global LLC2
  3. 3. But it gets worse…..• Opportunity Cost: – Research says return of 8:1 is reasonable for good training• Add salaries and wages of trainees• Thus, the real cost is over © copyright Learning Transfer Solutions Global LLC3
  4. 4. Put This Into Perspective • U.S. government is spending this much to bail out all the banks and insurance companies • Imagine what the loss is WORLDWIDE? • How can we tell our CEO’s that we waste 70- 90% of the money they invest? • Why can’t we do better? © copyright Learning Transfer Solutions Global LLC4
  5. 5. Training Transfer • Definition – The effective and continuing job application of the knowledge and skills gained in training © copyright Learning Transfer Solutions Global LLC5
  6. 6. Questions: • How much training transfers into job performance in – Your organization? – Your country? • Why are we content to accept such poor results? © copyright Learning Transfer Solutions Global LLC6
  7. 7. The Future of Training • Training is essential in the global knowledge economy • But, if we can’t deliver transfer, then training is wasted • The future of the training profession depends on solving this problem • It’s time to get serious!!!!! © copyright Learning Transfer Solutions Global LLC7
  8. 8. Learning Transfer System Inventory Dr. Ed Holton, CEO Jones S. Davis Distinguished Professor of Human Resource, Leadership & Organization Development Louisiana State University8 © copyright Learning Transfer Solutions Global LLC
  9. 9. Learning Transfer System Inventory (LTSI)• Measures 16 factors – barriers and catalysts to transfer – factors tied to ‘leverage points’’ which are opportunities for intervention• A diagnostic tool• An evaluative tool• Grounded in previous learning transfer research © copyright Learning Transfer Solutions Global LLC9
  10. 10. LTSI continued • 5 point Likert response scale(strongly disagree to strongly agree) • Scales – 11 for specific training program – 5 for training in general © copyright Learning Transfer Solutions Global LLC10
  11. 11. Latest Developments • Global validation study – 6,120 respondents – 17 countries (very diverse) – 14 different languages • Scales work across cultures and languages © copyright Learning Transfer Solutions Global LLC11
  12. 12. LTSI Fundamental Structure Ability Motivation Work X X Environment = TRANSFER12
  13. 13. The 16 LTSI Factors Ability Motivation Transfer Effort- Content Validity Performance Expectations Transfer Performance- Outcomes Expectations Transfer Design Learner Readiness Opportunity to Use Motivation to Transfer Personal Capacity Performance Self-Efficacy13 © copyright Training Transfer Solutions LLC
  14. 14. The 16 LTSI Factors Work Environment Supervisor Personal Outcomes Support Positive Supervisor Personal Outcomes Sanctions Negative Resistance to Peer Support Change Performance Coaching14 © copyright Training Transfer Solutions LLC
  15. 15. Global Findings • Learning transfer is a universal problem • Factors affecting it have been confirmed globally • Remarkable similarity in pattern of responses around the world • No cultural differences detectable © copyright Learning Transfer Solutions Global LLC15
  16. 16. Leverage Points-Ability 1. Content Validity – Universally mediocre – Due to cost reductions to drive efficiency?? 2. Transfer Design – Highly variable, but often mediocre © copyright Learning Transfer Solutions Global LLC16
  17. 17. Leverage Points-Ability 3. Personal Capacity – Often mediocre – Trainees are too overworked and stressed to try new things – Increasing problem? © copyright Learning Transfer Solutions Global LLC17
  18. 18. Leverage Points-Motivation • Generally motivation to transfer is good • However, – While trainees report they can change their performance if they try… – The link between changing their performance and positive outcomes is weak! © copyright Learning Transfer Solutions Global LLC18
  19. 19. Leverage Points-Work Environment • Most serious issues are in these factors • Reflects: – Lack of a systemic focus on learning – Over-emphasis on design and delivery – Silo nature of learning and development departments © copyright Learning Transfer Solutions Global LLC19
  20. 20. Leverage Points-Work Environment 1. Accountability – No consequences for NOT transferring – Few rewards for transfer © copyright Learning Transfer Solutions Global LLC20
  21. 21. Leverage Points-Work Environment 2. Supervisors-Two Patterns – Laissez-Faire • No proactive support for transfer • No proactive opposition to transfer • THEY JUST DON”T CARE – Actively Oppose Transfer © copyright Learning Transfer Solutions Global LLC21
  22. 22. Leverage Points-Work Environment 3. Learning Community – Peer Support can be MORE powerful than supervisor support – Performance Coaching is usually weak © copyright Learning Transfer Solutions Global LLC22
  23. 23. Leverage Points-The Power of Data 1. Diagnostic data is a powerful catalyst for change 2. Performance change data is necessary for accountability © copyright Learning Transfer Solutions Global LLC23
  24. 24. Conclusions • Bad News – Traditional training is often systemically flawed • Good News – ENORMOUS potential for improved ROI • Less could be more • Learning Transfer System Audit Checklist © copyright Learning Transfer Solutions Global LLC24
  25. 25. Contact Info: www.LTSGlobal.com edholton@ltsglobal.com LinkedIn: Dr. Ed Holton Facebook.com/LTSGlobal Twitter: DrEdHolton (888) 877-9531 © copyright Learning Transfer Solutions Global LLC25

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