Transfer Of Learning: Not Just An Afterthought

Transfer of Learning: Not Just An Afterthought wherefore should we focus on expatriation of reading/training? reading is an investment. However, studies have estimated that notwithstanding 10% of training dollars invested result in actual change on the job (Georgenson, 1982). The loss to organizations is significant. In Canada, the annual amount invested in training is estimated to be $4 billion. In the United States, the annual figure is estimated to be to a greater extent than $100 billion (Gist, 1990). If employees be seen as resources, then currency spent on training must be viewed as investments in human capital development. Transfer refers to the implementation in the work environment of the skills acquired during the training program, and the maintenance of these acquired skills over clock time (Baldwin and Ford, 1998).

Transfer of learning needs to be a name to all who plan, teach, evaluate, attend, and support training programs for employees. This rings especially admittedly for our organization as we have training needs in four key areas: ·         Customer Service ·         Sales ·          reckoner Skills ·         Technical Skills Not only do we have to ask at the cost/benefit of training design and language we need to understand also the cost/benefit of the transfer of learning.



Obviously, in our business it would be expensive not only in terms of monies invested but moreover in privy costs such as poor customer service, unhopeful sales, costly technical errors etc. In other words, when we are looking at the cost to benefit ratio when expend into our training needs we need to also analyze the unknown expenses incurred if transfer of learning did not meet our expectations. Therefore, we cannot afford to appropriate that transfer of learning will take place aft(prenominal) the training. We must pro-actively work with trainers, employees, supervisors and management to support transfer of learning into our organization.

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