Training Intervention and Strategies for Positive Learning Transfer

Abstract

The performance of orgnisational members determines the success or failure of any organisation.  Often, organisational members fail to perform at optimal level, leading to decline in productivity.  In such situations, assessment is made, to find out the causes of such a decline, whether training or non-training related.  Training is used as an intervention strategy when the phenomenon affecting productivity requires acquisition of knowledge skills and attitude, while non-training related factors are treated by some other appropriate methods.  The study set out to identify variables responsible for low performance in organisations, the intervention measures employed in combating skills and knowledge-related problems, and strategies by which the outcome of training-intervention measure could be actualized.

Training Needs Analysis (TNA) was identified as an important pre-training exercise if the intervention must be focused, and after the training, determined effort for successful ‘learning transfer’.  Transfer may not always be obtainable, as a result of which strategies for effective learning transfer become imperative for organisations.  It is therefore important for organisation to incorporate in their training interventions strategies that will allow for maximum transfer of learning.

Key Words: Training Intervention, Positive Transfer of Learning