Learning Transfer

Learning Transfer Summary (Ford, 2020):

1. Transfer Frameworks:

   • Definition: Effective use of knowledge/skills gained in a learning setting outside of where it occurred.

   • Conditions: Context, expected learner actions, timing.

2. Transfer of Skills:

   • Involves generalization beyond application to job tasks.

   • Retention measures knowledge and skill transfer.

   • Lack of practice can lead to skill deterioration.

   • Performance effectiveness gauges expertise relevant to learning goals.

3. Transfer Model:

   • Learning outcomes impact transfer conditions.

   • Encoding, consolidation, integration, and retrieval make learning permanent.

   • Effective design and planning enhance outcomes.

4. Learner Characteristics:

   • Work environment/context influences learning and retention.

   • Opportunities for proactive use of learning are vital.

   • A learning-valuing climate is crucial.

5. Design and Learning Principles:

   • Advanced Organizer: Cue to introduce new knowledge/skill.

   • Make Connections: Generative learning involves critical linkages.

   • Provide Contrast: Interleaved practice aids learning.

   • Retrieve Information from Memory: Retrieval practice is more valuable than restudying.

   • Production of Response: Practice opportunities vary (whole, part, mental rehearsal).

   • Practice in Realistic Performance Situations: Identical elements enhance transfer.

   • Distribution of Practice: Spaced learning is more effective.

   • Provide Appropriate Feedback: Feedback elements include timing, frequency, specificity, sign, and source.

6. Factors Influencing Transfer:

   • Person factors, work environment, and person factors impact transfer.

   • Opportunities to use knowledge/skills, support from peers/supervisors, and reward systems impact transfer outcomes.

   • Procrastination and resistance to change can hinder transfer.

7. Strategies to Enhance Transfer:

   • Prior to Learning Event: Cover material related to learning objectives, create consistent plans, set expectations.

   • During Learning: Communicate learner expectations, deliver credible content, tie practice to authentic work requirements.

   • Opportunity: Supervisory support crucial for opportunities on the job.

   • Transfer Interventions: Error management framing, behavior self-management, goal-setting, and implementation goals.

8. Best Practice Guidelines:

   • Identify conditions of transfer in advance.

   • Ensure immediate opportunities to use new skills.

   • Incorporate various learning principles.

   • Determine appropriate feedback levels.

   • Develop strategies for transfer before, during, and after learning.

   • Train supervisors to provide appropriate support.

   • Encourage errors in a safe learning environment.

   • Set specific and measurable implementation goals.