Learning transfer premises

© copyright Learning Transfer Solutions Global LLC1

Dr. Ed Holton, CEOJones S. Davis Distinguished Professor of Human

Resource, Leadership & Organization DevelopmentLouisiana State University

www.LTSGlobal.com (888) 877-9531

http://www.ltsglobal.com/

© copyright Learning Transfer Solutions Global LLC

Core Premise #1

• Performance change at the job is the central purpose of organizational training.

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Core Premise #2

• Transfer is a function of a system of influences – not just learning design

• What happens outside the classroom in the work environment is just as important as what happens inside the classroom.

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Holton , Bates & Lutta, 2009


Transfer Partnership

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Trainer

TraineeSupervisor

Senior Management

Key Question

5

OrganizationalOrganizationalSupportsSupports

Do factors in theenvironment help (reinforce)

trainee use of new skill?

1 2 3 4 5

Not at all Definitely© copyright Learning Transfer Solutions Global LLC

Key Question

6

Do factors in theenvironment hurt (block)trainee use of new skill?

1 2 3 4 5

Not at all Definitely

OrganizationalOrganizationalConstraintsConstraints



Together….

• These comprise the Learning Transfer System

• Which determines how much learning transfers to the job

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Holton & Baldwin, 2003; Holton, Bates & Rouna, 2000


Core Premise #3

• We can intervene to significantly improve training transfer.

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Analysis,Design &

Delivery ofTraining

Voluntary Transfer

Broad & Newstrom, 1992


Analysis,Design &

Delivery ofTraining

Voluntary Transfer

Transfer Management

Stimulated

Transfer

Broad & Newstrom, 1992


Core Premise #4

• Transfer interventions will be most successful where the explicit goal is performance improvement.

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Holton & Baldwin, 2003


Core Premise #5

• Transfer is a process with multiple “leverage” points for intervention

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Leverage Points

© copyright Training Transfer Solutions LLC13


Core Premise #6

• Achieving transfer does not require substantial investment in new processes and systems– Does require that we focus existing

management and organizational processes on learning

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Holton & Baldwin, 2003; Bates, 2003


Core Premise #7

• Transfer is multi-dimensional

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Transfer Distance Model

© copyright Training Transfer Solutions LLC16

Learning ProcessFrom Knowledge to

Performance Capability

1 2 3 4 5 6

AcquiringKnowledge“Know that”

AcquiringKnowledge

for use“Know how”

BuildingPerformance

CapabilityThru Practice

Application for Job SpecificProficiency

Repeating andMaintaining Application

Generalizing for Far Transfer

Work ProcessFrom Performance Capability to

Sustained Performance

Holton & Baldwin, 2003

Technology

Learning transfer premises