Learning Transfer
Background
The concept of learning transfer is a very important one to individuals given the tasks associated to Human Resource (HR) Development. Its favourable occurrence is ideally what many HR practitioners of organizations are implicitly hoping for and expecting as this would mean that they are reaping the benefits of the investments that were made on training. Successful learning transfer is also a very good sign for management that the monies requested and spent on employee education and instruction are necessary and justified.
The issues related to learning and training transfer have be extensively researched and documented in more developed countries. Detterman & Sternberg (1993) have explained that a minute percentage of approximately
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These factors may arise from the learner themselves, the organization factors, the training etc. Knowledge transfer, training transfer & learning transfer will all be used interchangeably in this study and can be defined as is the competence of the trainee or employee to transmit the knowledge and skills that they would have learnt from developmental and academic sessions favourably through to the workplace Mankin (2009). He goes on further to imply that it is one of the most important faucets of learning to ensure its sustainability in any …show more content…
Training Industry web page, as well as Green & McGill (2011) have highlighted a report presented by The American Society for Training & Development (ASTD) which estimated that companies across the United States will spend approximately $171.5 billion on the training of employees in 2010. The lack of success of employees to transfer knowledge through to the workplace especially within the public service clearly states that the country will experience many challenges where production is concerned. It has thus become paramount for the factors affecting knowledge transfer within the public sector to be explored. The outcome of this should give a sense of urgency to the issue and thus would prompt the key stakeholders to come up with resolutions that can be implemented to effect positive learning transfer which would then result in a positive recovery for employers from the financial investments made. The paper is however not limited to the aspects that limit transfer but also to identify the positive factors that stimulate transfer that can be further developed to create surroundings that are favourable and conducive to
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