Transfer of training
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Transfer of training occurs when skills or abilities learned in one context are applied to another different context. There are three types of transfer of training: positive transfer where previous learning aids new performance, negative transfer where previous learning inhibits new performance, and zero transfer where there is no influence of previous learning. Characteristics of transfer of training include previous experiences or performance influencing a subsequent new task, acquired knowledge and skills being applied to another situation, and the application of previously learned knowledge, habits, skills, and performances to a different situation.
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Transfer of training refers to the effective application of knowledge, skills, and attitudes learned in a training program to the job. For transfer to occur, learned behaviors must be generalized to the job context and maintained over time on the job. There are three major factors that affect transfer of training: training design, trainee characteristics, and work environment. Strategies to enhance transfer include incorporating principles of learning into training design, providing support before, during, and after training, and using interventions like relapse prevention, self-management, and goal setting.
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The document discusses transfer of training, which refers to trainees applying the knowledge and skills learned in training to their jobs. It identifies three types of transfer - positive, where performance improves; zero, where there is no change; and negative, where performance declines. Theories discussed include identical elements theory and stimulus generalization approach. Environmental factors like work environment characteristics and organizational characteristics can also impact transfer. Two articles on transfer of training are reviewed.
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Transfer of training refers to the effective application of knowledge, skills, and attitudes learned in a training program to the job. For transfer to occur, learned behaviors must be generalized to the job context and maintained over time on the job. There are three major factors that affect transfer of training: training design, trainee characteristics, and work environment. Strategies to enhance transfer include incorporating principles of learning into training design, providing support before, during, and after training, and using interventions like relapse prevention, self-management, and goal setting.
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Transfer of training
- 2. MEANING When training in one situation or one form of activity affects ones ability in other field of activity .It is said to be transfer of training.Skills obtained in one field or performance in one task can influence one’s performance in other feild or task .
- 3. DEFINITION AND TYPES OF TRANSFER OF TRAINING • • • • • According to crow and crow “when acquired experiences, thinking,task, performance,and skills,are applied to another situation is known as transfer of training or transfer of learning Or transfer of training Types of Transfer of Learning Performance on one task may aid or facilitate performance of another task is called positive transfer Performance on one task may inhibit-or disrupt performance of another task is called negative transfer Performance on One task may not influence any way is called no transfer or zero transfer
- 5. CHARACTERISTICS OF TRANSFER OF TRAINING • • • The experiences or performance on one task influence the some subsequent task. The acquired knowledge and skills are applied to another situation. It is application of knowledge,habits,skills and performances to another situation.