Definitions
Transfer of training
Picture
  Training transfer


All definitions
A "complex and dynamic construct," the transfer of training "refers to the extent to which the trainee applies the knowledge and skills to the job and adapts or customizes what has been trained to meet the trainee's specific needs on the job" (Goldstein & Ford, 2002, p. 86).

These authors comment further that training is considered to be useful only if it has an impact on job performance.

Transfer and evaluation, together, comprise the third and final phase of Arnold and Silvester's (2004) systematic training cycle.

Postive, negative and zero transfer
Goldstein and Ford (2002) explain "positive," "negative" and "zero" transfer in the context of a control group that receives no training and an experimental group that receives training on Task A. Both the trained and untrained groups are then asked to perform Task B, which has some similarities to Task A.
  • Positive transfer occurs if the trained (experimental group) performs Task B better than the untrained (control) group.
  • Negative transfer occurs if the trained group's performance on Task B is worse than that of the untrained group.
  • Zero transfer occurs if there is no difference.

Related term

References
Arnold, J, Silvester, J, Patterson, F, Robertson, I.T., Cooper, C.L., Burnes, B. (2004). Work psychology: Understanding human behaviour in the workplace (4th ed. Harlow, UK: Pearson Education.

Goldstein, I.L., Ford, J.K. (2002). Training in organizations (Fourth edition). Belmont, CA: Wadsworth, Cengage Learning.
Read a practice exam essay in response to the question:

"What are the major obstacles to the successful transfer of training from the learning environment to the workplace? What guidance does the available research provide for practitioners seeking to overcome these obstacles?"

Exam essay practice answer