Transfer of training: An interpretive review.

Cormier, Stephen M.

doi:10.1037/e457812004-001

Cited by 3 publications

(6 citation statements)

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“…Extending beyond the domain of organizational-training literature, recent research in the areas of information processing and instructional theory holds promise for furthering our understanding of training-design issues. Cormier (1984) contends that an information-processing perspective has implications for training design. He points out that the principle of identical elements can be reconceptualized by using what we know about encoding and retrieval processes.…”

Section: Training Designmentioning

confidence: 99%

“…More specifically, a training stimulus is conceptualized as a collection of attributes or elements (E. Smith, Shoben, & Rips, 1974;Underwood, 1969) that vary in terms of redintegrative capacity (Flexser & Tulving, 1978). Redintegration refers to the capacity of one part of a stimulus complex to re-evoke or cue the entire complex (Cormier, 1984). The redintegrative value of the available retrieval information is the critical determinant of its effectiveness.…”

Section: Training Designmentioning

confidence: 99%

“…The fidelity of a training stimulus to the actual stimuli can be based on those attributes with high redintegrative value for correct responses. Those attributes with lower redintegrative value can be modified or eliminated without substantial loss of transfer (Cormier, 1984). These suggestions have considerable practical implications since high fidelity is often very difficult and expensive to create.…”

Section: Training Designmentioning

confidence: 99%

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Transfer of Training: A Review and Directions for Future Research

Baldwin

Ford

1988

Personnel Psychology

2,473

2,786

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Transfer of training is of paramount concern for training researchers and practitioners. Despite research efforts, there is a growing concern over the "transfer problem." The purpose of this paper is to provide a critique of the existing transfer research and to suggest directions for future research investigations. The conditions of transfer include both the generalization of learned material to the job and the maintenance of trained skills over a period of time on the job. The existing research examining the effects of training design, trainee, and work-environment factors on conditions of transfer is reviewed and critiqued. Research gaps identified from the review include the need to (1) test various operationalizations of training design and work-environment factors that have been posited as having an impact on transfer and (2) develop a framework for conducting research on the effects of trainee characteristics on transfer. Needed advancements in the conceptualization and operationalization of the criterion of transfer are also discussed.

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Section: Training Designmentioning

confidence: 99%

Section: Training Designmentioning

confidence: 99%

Section: Training Designmentioning

confidence: 99%

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Transfer of Training: A Review and Directions for Future Research

Baldwin

Ford

1988

Personnel Psychology

2,473

2,786

View full text Add to dashboard Cite

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“…In the most basic sense, the process of training transfer refers to the effect of the initial training task (task 1) on the achievement of a subsequent transfer task (task 2). There are three possible transfer outcomes: training in task one can (1) facilitate performance of task 2 (aka positive transfer), (2) retard performance on task 2 (aka negative transfer), or (3) have no effect on the acquisition of task 2 at all (Cormier 1984).…”

Section: Transfer Of Training Review Addendummentioning

confidence: 99%

Like It! Learn It! Use It?

Frash

Antun

Kline

et al. 2010

Cornell Hospitality Quarterly

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This field study examines factors influencing hotel employees’ ability to transfer the concepts that they learned in job training when they return to work. The study was conducted during a major hotel company’s training program. The training objective was to ready front-desk associates to operate a new property management system (PMS). Past business research suggests that trainee characteristics, training design, and work environment factors can positively impact an employee’s transfer of training. Role-play exercises and surveys were used to explore the validity of this research in a hospitality setting. This study’s findings suggest that proper management of these impact factors can foster enhanced transfer of training in hotels. Strategies are offered to help hospitality human resource professionals improve training transfer in hotels.

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“…In 1961, Shore and Sechrest found that using a number of examples repeated a few times was a more effective training approach than using one example repeated many times. Several other early investiga-tions (Shore & Sechrest, 1961;Underwood, 1969;Smith et al, 1974;Smith et al, 1974;Cormier, 1984) demonstrated that the highest levels of positive training transfer may not be based on fidelity, but rather the capacity of one part of the stimulus to cue the entire scenario. This means that the required fidelity can be subject to the level of training and that even low fidelity training can produce high quality training as long as there are strong and accurate cuing relationships between the scenario attributes.…”

Section: Transfer Of Trainingmentioning

confidence: 99%

Developing a Low-Cost, Portable Virtual Environment for Aircraft Carrier Launch Officers

Korzatkowski

Kölsch

Sciarini

2015

Proceedings of the Human Factors and Ergonomics Society Annual

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The primary purpose of a United States aircraft carrier is to transport its embarked air wing in order to project combat power through the launch and recovery of various aircraft. In order to get airborne, the air wing depends upon the skills of a small number of officers responsible for the safe and rapid launch of aircraft from the carrier deck. These officers, known as "shooters", receive initial classroom training on the systems they use then receive qualification to be launch officers through on-the-job training. Due to scheduling complexities the training to achieve qualification is disjointed and often requires trainees to go underway with different aircraft carriers to complete their training. The current approach results in burdens on the parent command, host commands, and the trainees. Of greater concern is the lack of consistency in the training of such a high risk activity. This paper describes the results of a job task analysis conducted to provide insights into the skills required to perform the duties of a launch officer. Further, the information from the job task analysis was examined and a representative finite state machine was developed and is presented. Finally, a portable, low-cost virtual environment created based on the work described above is discussed. It is proposed that the current virtual reality system used for this demonstration faithfully recreates the required attributes and scenarios to train launch officer tasks and that the prototype system, with proof of training transfer can reduce the burden on commands, trainees, and perhaps most importantly, provide consistent training.

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Transfer of training: An interpretive review.

Cited by 3 publications

References 0 publications

Transfer of Training: A Review and Directions for Future Research

Transfer of Training: A Review and Directions for Future Research

Like It! Learn It! Use It?

Developing a Low-Cost, Portable Virtual Environment for Aircraft Carrier Launch Officers

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