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Transfer of Training Process Model

The Transfer of Training Model (1988) by Baldwin and Ford proposes that transfer of learning from training to the job depends on three factors: trainee characteristics, training design, and work environment. Trainee characteristics like ability, motivation, and attitudes directly impact learning and transfer. Training design factors like content, methodology, and delivery influence learning, but their impact depends on trainee characteristics and work environment. The work environment, including organizational support, also directly impacts whether trainees can apply learning on the job. The model emphasizes that transfer results from interactions between these three factors.

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Abhishek Patodia
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145 views12 pages

Transfer of Training Process Model

The Transfer of Training Model (1988) by Baldwin and Ford proposes that transfer of learning from training to the job depends on three factors: trainee characteristics, training design, and work environment. Trainee characteristics like ability, motivation, and attitudes directly impact learning and transfer. Training design factors like content, methodology, and delivery influence learning, but their impact depends on trainee characteristics and work environment. The work environment, including organizational support, also directly impacts whether trainees can apply learning on the job. The model emphasizes that transfer results from interactions between these three factors.

Uploaded by

Abhishek Patodia
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Transfer of training

Process Model

Presented By -: Avinash Panwar PGFA1811


Transfer of Training Model (1988)
• Baldwin and Ford’s Transfer of Training Model (1988) is based on the idea
that the transfer of learning depends on training inputs that include trainee
characteristics, training design and work environment.
• However, an important point in the model is that the outcome of training is
impacted by trainee characteristics and work environment in a direct manner,
whereas the impact of training design depends on the levels of training
outputs such as learning and retention.
Introduction
• Learning – Learning refers to a relatively permanent change in human
capabilities that can include knowledge, skill, attitudes, behavior and
competencies
• Transfer of training - trainees effectively and continually applying what
they learned in training to their jobs.
• Generalization - a trainee’s ability to apply learned capabilities to on-the-job
work problems and situations that are similar but not identical to those
problems and situations encountered in the learning environment.
Introduction (cont.)
• Maintenance - process of continuing to use newly acquired capabilities over
time.
• Training design - the characteristics of the learning environment.
• Trainee characteristics - include ability and motivation that affect learning.
• Work environment - includes factors on the job that influence transfer of
training.
Transfer of learning
Factors enhancing learning There are certain
factors which encourage or hinder the learning
• Trainee characteristics
• Trainer capabilities
• Training design
• Training environment
• Organization’s role in training and development
Trainee characteristics
• Trainee characteristics are trainability (i.e. ability, motivation and perception of work
environment), attitude and self concept of the trainees.
• Trainability means the trainee’s preparedness for the learning to happen.
• The previous education and experience contributes to the preparedness.
• Some personal factors and environmental that affect trainee’s learning are:
Family Situation, Benefits expected from training, Learning style of trainee, Previous
training experience, Relationship with colleagues and subordinates, Training team &
Trainer team, Training objective and environment in the program
Trainer capabilities
• The trainer or facilitator is an important person in the training process.
• The knowledge, skill, trait, self concept and motive that he/she bring with
him/her to the learning environment can make or break the success of
learning.
• Even in a self study learning approach, the trainer/facilitator plays a role in
the way he has developed the learning material.
Training design
• The features of the training design (content, methodology and delivery) play
an important role in maximizing the learning.
• The program should have been designed scientifically by keeping in mind the
learning objective, the trainee characteristics and the contextual constraints so
as to ensure the targeted learning.
Training environment
• The training environment includes both physical environment and
psychological environment.
• The training center should be equipped with learning amenities like training
aids, library and well-designed classrooms.
• The center should be surrounded by a pleasant neighborhood and should be
free from pollution of noise, dust, smell and other irritants.
• Psychological environment is the atmosphere, of the organization, in which
training is being conducted
Organization’s role in training and development

• An organization has a very close relationship with the trainee and the trainer
because it is the first contact for both.
• Demand for Training increases when there is change in the nature of job,
change in taste of consumer, change in methods of product development, etc.
Thanks

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