The Importance of the Learning Transfer Process
Training and Development
Learning Transfer – Why?
After reading and watching this week’s assigned reading analyze the importance of the learning transfer process. The week discussed the learning transfer on a spectrum from an educational to a monetary point of view including learning scrap and measurement of performance ROI. In your paper, write a compelling summary to a CEO analyzing why the transfer of learning process is important using it in each area discussed this week.
The requirements below must be met for your paper to be accepted and graded:
Write 1,250 words using Microsoft Word in APA style, see example below.
Use font size 12 and 1” margins.
Include cover page and reference page.
At least 80% of your paper must be original content/writing.
No more than 20% of your content/information may come from references.
Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.
Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.
References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.
Below is the information that is need in the paper;
A Brief Introduction to Ensuring Learning Transfer
D4: Drive Learning Transfer
The “key concepts” of D4 that resonate with me are: Great learning is essential, but not sufficient (you need both great learning and effective transfer). You must not leave transfer to chance. No transfer = no results; to a business manager that means “the training failed.”
In most programs today, learning transfer is the missing link. Learning that is not transferred and applied on the job is learning scrap. It is the equivalent of manufacturing scrap, and it is costly in terms of: time, materials and opportunity cost. “To change behavior and get the results you want, you need structure, support and accountability.” (Ken Blanchard, Know Can Do)
Key elements of a learning transfer support system include:
You can increase the ROI from the same training program by investing in learning transfer support.
An action I can take to strengthen D4 is:
Reminders
Accountability
Reflection
Coaching
Content
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