Transfer of training

Transfer of training refers to the effect that knowledge or abilities acquired in one area have on problem solving or knowledge acquisition in other areas. Transfer of training is based on the theory of transfer of learning.

D H Holding says that "transfer of training occurs whenever the effects of prior learning influence the performance of a later activity" (Principles of Training -1965) In Training for Performance Morrison, J. (Ed p. 93 )). The degree to which trainees successfully apply in their jobs the skills gained in training situations, is considered "positive transfer of training" (Baldwin & Ford, 1980).

Transfer of training holds somewhat different means in different disciplines of psychology. Holding's definition reflects a cognitive psychology perspective. A cognitive psychologist might be interested in how the semantic similarity of word pairs in one list affects time to learn on a second list (the transfer task). From this perspective, the original learning task and the "later activity" look very much alike.

Baldwin and Ford's definition reflects an Industrial/Organizational (I/O) Psychology perspective. An I/O psychologist might be interested in how trainees' motivation to transfer is related to later job performance. The training domain (e.g., a web-based training program) might be very different from the later "activity" domain (e.g. job performance).

There are three types of transfer of training:

OPM: Training Transfer

Baldwin, T.T., & Ford, K.J. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41, 63-105.

Broad, M. L., & Newstrom J. W. (1992). Transfer of training: Action-packed strategies to ensure high payoff from training investments. New York: Addison-Wesley Publishing Company.

Ford, J. K. & Weissbein, D. A. (1997). Transfer of training: An update review and analysis. Performance Improvement Quarterly, 10, 22-41.

Gist, M. E., Bavetta, A. G., & Stevens, C. K. (1990). Transfer training method: Its influence on skill generalization, skill repetition, and performance level. Personnel Psychology, 43, 501-523.

Gist, M. E., Stevens, C. K., Bavetta, A. G. (1991). Effects of Self-efficacy and post-training intervention on the acquisition and maintenance of complex interpersonal skills. Personnel Psychology, 44, 837-861.

Holton, E. F., Bates, R. A, Ruona, W.E.A. (2000). Development of a Generalized Learning Transfer System Inventory. Human Resource Development Quarterly.

...
Wikipedia