Transfer Of Training: Action-packed Strategies To Ensure High Payoff From Training Investment Review

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(More customer reviews)In my training and development career, some truths have been disappointing to me. The first was that many trainees never use what they learned once they return to their workplaces--what we often refer to as "transfer of training.") Back in 1992, Broad and Newstrom wrote this simple, easy to read, yet very powerful book on strategies for maximizing the likelihood that the training will be trainsferred.
Broad and Newstrom provide more than 65 such strategies, conveniently summarized on the inside front cover where I turn every time I take this book off my shelf. The strategies are divided into those to be undertaken by trainers, those by managers, and those by trainees themselves. They list strategies to be followed before, during, and following training.
This book approaches training transfer as a system. As such, the authors argue that transfer is not simply something that trainees are responsible for alone, but that it is a system. The research, experience, and wisdom of these two writers shines clearly through in a concise 200 pages. You don't find wasted words here--no flowery prose or irrelevant theories. You will find practical advice that can be implemented, and implemented well. You find that 40% of this book is dedicated to explaining those 65+ strategies and their implementation. You find case studies on two major corporations.
This is my highest possible praise for this book: it doesn't merely sit on my shelf. I use it, and I use it while developing instruction for training classes. If you are responsible for training in your organization, and you are looking for ways to systematically improve the transfer of your training, I suspect you will use this book, too.

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Transfer of Training n 1: the ability of persons to effectively apply to the job the knowledge and skills they gain in off-the-job education 2: learning in one situation that facilitates learning (and therefore performance) in subsequent similar situations 3: a development effort that induces significant new behavior on the job 4: the use of learning in the work situation 5: the maintenance of behavior; anything that maintains an acquired skill or knowledge to a performance standardExperts question the ultimate on-the-job effectiveness of employee development programs. By some estimates, corporations, nonprofit organizations, and governments spend about $50 billion each year for human resource development (HRD) for their employees; yet studies shot that only 10% of classroom learning is applies in the workplace. Today, with demands on corporate wallets coming from all sides, is any wonder that training budgets are often the first to be reduced—or even eliminated? Obviously the need to increase return on investment is of increasing concern to executives, making the transfer of training a crucial issue for today's trainers.In Transfer of Training, Mary Broad and John Newstron show why the full transfer of learned skills to the workplace is critical for the organization's growth and survival, and they present a systematic process for bringing managers and trainees into the transfer process so that the diverse workforce can benefit. They offer ways to manage the powerful role of "manager of the transfer process," and they provide the tools to get this important job done:

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