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• W1498486070 abstract "Broad and Newstrom (1992) defined the transfer of training to the workplace as“the effective and continuing application, by trainees to their jobs, of the knowledge andskills gained in training - both on and off the job” (p. 6). Broad and Newstrom also statedthat, in their experience with a wide range of organisations, transfer problems nearlyalways occurred when training employees. Other authors have suggested that as little as10% of training is transferred to the workplace (Georgenson, 1982), although this levelmay be higher immediately after training, and decline over time (Newstrom, 1986).Whatever the actual level of transfer of training, when training does not transfer, it islikely that employees will perceive training to be a waste of their time and employers willcontinue to question the benefit of their investment in training. A number of authors haveaddressed the problem of how best to optimise the transfer of training. While the focus ofthis chapter is on specific strategies for improving transfer of training, there are severalimportant theoretical models of the transfer process that form the foundation of theseimprovement strategies. Therefore, some of these models will be outlined, an integratedmodel will be described, and then the specific strategies for optimizing the transfer oftraining will be presented." @default.
• W1498486070 created "2016-06-24" @default.
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• W1498486070 date "2002-01-01" @default.
• W1498486070 modified "2023-09-24" @default.
• W1498486070 title "Planning, managing, and optimizing transfer of training" @default.
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