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Transfer of Training Case Study Analysis

The document discusses a case study on the transfer of training. It provides context on transfer of training and outlines information needed for the case study. It then lists guide questions for interviews with a training officer and a focus group discussion, focusing on factors that affect learning transfer like trainee characteristics, training design, work environment support, and opportunity to use skills.

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Richara A. Penalba
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71 views6 pages

Transfer of Training Case Study Analysis

The document discusses a case study on the transfer of training. It provides context on transfer of training and outlines information needed for the case study. It then lists guide questions for interviews with a training officer and a focus group discussion, focusing on factors that affect learning transfer like trainee characteristics, training design, work environment support, and opportunity to use skills.

Uploaded by

Richara A. Penalba
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

A Case Study of Transfer of Training in ____________________________________

Transfer of Training refers to trainees' effectively and continually applying what they learned in
training, (knowledge, skills, behaviors, cognitive strategies) to their job (Noe, 2010).

Information needed:

Company Background/Profile

HR Department Profile

Training Department Status

GUIDE QUESTIONS:

PART I. Interview with the Training Officer

1. What are the specific trainings currently you have for your team? Trainings conducted?

(Identify at least 2 specific trainings)

a.

b.

c.

2. In general, what are the problems encountered before, during and after the training?

participants lack interest , no feedback or measurement after the training.

3. Why do they exist?

4. Who is responsible for them?


PART II... Focus Group Discussion (Situations adapted from Learning Transfer System Inventory
by Holton, 2008, and will be used as a guide only).

1. How does trainee characteristics affect the learning transfer?

Motivation to transfer
Training will increase my personal productivity.

When I leave training, I can't wait to get back to work to try


what I learned.

I believe the training will help me do my current job better

Ability (Personal Capacity to Transfer)

I don’t have time to try to use this training.

Trying to use this training will take too much energy away

from my other work.

There is too much happening at work right now for me to

try to use this training.

2. The training design?

It is clear to me that the people conducting the training


understand how I will use what I learn.

The trainer(s) used lots of examples that showed me how I


could use my learning on the job.

The way the trainer (s) taught the material made me feel

more confident I could apply it.

3. The work environment? (peer and management support)

Peer

My colleagues appreciate me using new skills I have


learned in training.
My colleagues encourage me to use the skills I have
learned in training.

At work, my colleagues expect me to use what I learn in

training.

Management

My line manager meets with me regularly to work on

problems I may be having in trying to use my training.

My line manager meets with me to discuss ways to apply


Training on the job.

My line manager sets goals for me which encourage me to


apply my training on the job.

Opportunity to perform/use

I have time in my schedule to change the way I do things


to fit my new learning.

There are enough human resources available to allow me

to use skills acquired in training.

Our current staffing level is adequate for me to use this

training.

Technological support (e-learning/ mobile training apps)

Do you have training apps or modules in the cloud, that is available for the employees?

4. Do you have programs for learning retention?

Other comments/suggestions:
FOCUS GROUP DISCUSSION PARTICIPANTS

NAME SIGNATURE/DATE

1.

2.

3.

4.

5.

6.

7.

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