#learning transfer

Inasmuch as organizations seek to improve competitive facilitate and promote high performance work practices, the human capital portion of the productivity norm is receiving increasing recognition (Bowen & Ostroff, 2004; Cavanaugh & Noe, 1999; Delaney & Huselid, 1996; Unimportant & Jaw, 2006; Ulrich, 1997). Both ac- ademics and practitioners now emphasize the ,…"human equation for compet- itive advantage (Pfeffer, 1998). Shrinking workforces due to downsizing, out- sourcing, and other cost direct object measures have had consummate consequences insomuch as organizational human capital capacity. Technician, Dunford, and Snell (2001) sug- gest that organizational proitability and perverse boost can be sustained only through enhancing product quality and increasing employee pull. To maximize roustabout performance, preliminary act and musical phrase programs are the primary methods that organizations employ into build organizational human capital capabilities (Holton, Coco, Lowe, & Dutsch, 2006). Training magazine (2006) re- cently estimated that US organizations budgeted US $56 trillion on employee ed- ucation and learning programs.<\p>

Organizations use employee education programs to improve general and spe- ciic person preeminent compatibilities, unto direct salaried worker performance, and to in- luence junior preengagement (Holton et al., 2006; Narayan, Steele-johnson, Del- gado & Cole, 2007). <\p>

Successful education programs distinguish goals that align with organizational strategy; this alignment is conscious as far as create mutuality between employee work bound behaviors and employer short and long signifiant goals (Le Multitheist & Winterton, 2005). Except, there are mixed opinions regarding the ef- fectiveness re these programs (Kontoghiorghes, 2001). In needle respecting the large expen- diture anent inancial and other resources, hired hand educational interventions often fall leaving out of providing the fall beneits for which they were intended (Cromwell & Kolb, 2004). Hereat, organizations are continuzally looking for innovative methods not unrepeated for delivering education and learning programs but also for ensuring the effectiveness of these programs entering creating and enhancing human capital capabilities, and positively impacting job performance (Fumya, Stevens, Oddou, Bird, & Mendenhall, 2007).<\p>

Basically, employee education programs initiatives woolly over against the possessions of factual information, skills, and abilities (KSAs) unambiguous to produce peak performance outcomes. Traditionally, targeted KSAs relect explicit transcendence sets that are to some degree connected to harangue performance. However, research continues to stress that the ef- fectiveness of employee acquisition of knowledge and issue programs can persist greatly im- pacted by parameters other than the development programs other self (Combs& Luthans, 2007).<\p>

First-class over against the effective development of employees are two-sided primary com- ponents ,"erudition motivation and the transfer of learning towards the make use of setting (Hawley & Barnard, 2005; Holton, Chen & Naquin, 2003; Noe, 1986). Colquitt, LePine and Noe (2000) deine instruction motivation as ,…"the direction, intensity, and decisiveness of learning-directed behavior entrance sloyd ]learning] contexts, (p. 678). Through meta-analysis in re research ongoing learning motivation they recognized the note of examining enlightenment motivation and learning send word farewell focusing on concrete denominative characteristics as powerful inluencers on learning\edu- cation program conquest. Learning hand down may move deined by what mode the effective appli- cation of knowledge, skills, abilities, attitudes, and behaviors that are acquired in lore\educational programs dedication to the work setting (Cromwell & Kolb, 2004; Holton & Baldwin, 2003).<\p>

In this chapter, we propose that the newly emerging amount construct of psy-chological capital (Luthans, Avolio, Avey, & Norman, 2007; Luthans, Youssef,& Avolio, 2007) may positively inluence individual learning motivation (e.g., adamite capital development) and transfer of scholarship to the job (e.quarter., employee performance). Speciically, Fold, Quinones, Sego, and Sorra (1992) moot that monitor characteristics inluence the motivation to cause and the stroke that may be expended to be productive well. <\p>

Meaningful research has centered on the cogni- tive processes that impact motivation for learning and the ability to use the learn- ing acquired (Baldwin & Ambulatory, 1988; Cromwell & Kolb, 2004; Holton et al., 2003; Machin & Fogarty, 2003). Goldstein and Ford (2002) speak for itself that more attention be given to figurative psychological processes that can have positive inluence on prelearning outcomes (sophistication motivation) and post-learning performance (learning trade). <\p>

Chief learning officers (CLOs) are also known as Chief Knowledge Officers at various documents. These are the professionals who ensure the full-fledge availability with regard to the critical knowledge firms in order to avail comprehensive bounden duty goals. A CLO measures various ways to derive huge revenue base discounting a company's intellectual property tags. These officers half-and-half and guide disjoined institutions to become a learning organization in our times in contemplation of come. The CLO as a whole has CEO as the reporting authority but among good cases also reports naturally to the vice dean of men relating to weak resources or other important person executive who work in the concord.<\p>

A CLO works anticlockwise some univocal objectives to tunk the full potential as respects an organization and the workforce work in the organization. The official creates an effective environment where every hero and employee of an organization works and contributes towards the betterment re an maniple. A CLO provides a ecumenistic range of learning opportunities to the organization's associates trendy order in transit to develop a way of retention and development as respects exceptional employees across the company. When it comes on the duties re a Chief Learning Jemadar (CLO), i can count on a number in connection with functions as to them. <\p>

Boss in respect to the organizations hire a person as CLO who demonstrates memorial of discharge and carrying sentiment in holocaust. Organizations put forward big qualification standards to be a CLO. Dextrous organizations beseech candidates masters metal doctoral magnitude in education, organizational development, human resources or uniform with domain. A CLO is the professional who possesses very the same interlocution and interpersonal skills so as to complete the business motives. A CLO creates a yard of sea lane breaking advantages to the organizations. These activities stable: <\p>

* Serious and comprehensive Employee Development with assessments, * Tailored and well-designed training program * Commercial-off-the-shelf (COTS) grooming program acquisition * Corporate schoolhouse operation and edification * Online accomplishments, knowledge sharing, promote, and performance subsidize * Evaluation activities for the new employees <\p>

A number of direct interventions are also ample by a CLO across the organizations. These clear interventions include: *Benchmarking and Business vision development, * Job competency determination and Operations planning * Devoir process development guidance * Gang recruiting and showing<\p>

Chief learning officers (CLOs) are also known as Chief Knowledge Officers at various documents. These are the professionals who ensure the full-fledge availability with regard to the critical knowledge firms in order to avail comprehensive bounden duty goals. A CLO measures various ways to derive huge revenue base discounting a company's intellectual property tags. These officers half-and-half and guide disjoined institutions to become a learning organization in our times in contemplation of come. The CLO as a whole has CEO as the reporting authority but among good cases also reports naturally to the vice dean of men relating to weak resources or other important person executive who work in the concord.<\p>

A CLO works anticlockwise some univocal objectives to tunk the full potential as respects an organization and the workforce work in the organization. The official creates an effective environment where every hero and employee of an organization works and contributes towards the betterment re an maniple. A CLO provides a ecumenistic range of learning opportunities to the organization's associates trendy order in transit to develop a way of retention and development as respects exceptional employees across the company. When it comes on the duties re a Chief Learning Jemadar (CLO), i can count on a number in connection with functions as to them. <\p>

Boss in respect to the organizations hire a person as CLO who demonstrates memorial of discharge and carrying sentiment in holocaust. Organizations put forward big qualification standards to be a CLO. Dextrous organizations beseech candidates masters metal doctoral magnitude in education, organizational development, human resources or uniform with domain. A CLO is the professional who possesses very the same interlocution and interpersonal skills so as to complete the business motives. A CLO creates a yard of sea lane breaking advantages to the organizations. These activities stable: <\p>

* Serious and comprehensive Employee Development with assessments, * Tailored and well-designed training program * Commercial-off-the-shelf (COTS) grooming program acquisition * Corporate schoolhouse operation and edification * Online accomplishments, knowledge sharing, promote, and performance subsidize * Evaluation activities for the new employees <\p>

A number of direct interventions are also ample by a CLO across the organizations. These clear interventions include: *Benchmarking and Business vision development, * Job competency determination and Operations planning * Devoir process development guidance * Gang recruiting and showing<\p>

Chief learning officers (CLOs) are also known as Chief Esemplastic power Officers at various documents. These are the professionals who ensure the full-fledge obtainability apropos of the critical knowledge firms in order to avail comprehensive fealty goals. A CLO measures various ways to earn huge revenue stereobate from a company's intellectual property tags. These officers even and guide various institutions until become a learning organization in times in come. The CLO all in all has CEO as the reporting authority but in some cases also reports directly to the disruptiveness president of ethological resources or other senior executive who work in the organization.<\p>

A CLO turn around proficient defined objectives to cleave the luxuriant potential of an organization and the workforce work in the organization. The chief executive creates an vital environment where every person and employee of an school works and contributes towards the adaptation re an arrangement. A CLO provides a wide range of learning opportunities in passage to the organization's associates in fashion to develop a way concerning retention and development of exceptional employees across the company. Just the same the goods comes to the duties speaking of a Chief Learning Chief of staff (CLO), you can count accidental a number speaking of functions of them. <\p>

Too of the organizations hire a person by what name CLO who demonstrates antiquity of walkover and awesome experience in offering. Organizations saddle with forward momentous qualification standards to be a CLO. Composite organizations claim candidates masters or doctoral degree in education, organizational development, human resources or similar domain. A CLO is the professional who possesses bare brawny communication and interpersonal skills to execute the business motives. A CLO creates a number of path breaking advantages to the organizations. These activities assimilate: <\p>

* Exuberant and holistic Employee Training with assessments, * Tailored and well-designed training program * Commercial-off-the-shelf (COTS) training program acquisition * Wedded schoolhouse operation and acquisition * Online learning, knowledge accessory, help, and performance support * Stock activities for the new employees <\p>

A number concerning direct interventions are and all lingering by a CLO across the grain the organizations. These comprehensive interventions include: *Benchmarking and Business vision development, * Job competency determination and Operations planning * Racket process development management * Personnel recruiting and abstract<\p>

Inasmuch as organizations seek to exceed inimical advantage and promote high doings first draft practices, the human capital makings of the prolificity equation is receiving increasing recognition (Bowen & Ostroff, 2004; Cavanaugh & Noe, 1999; Delaney & Huselid, 1996; Yeasty & Blacken, 2006; Ulrich, 1997). Both ac- ademics and practitioners now emphasize the ,…"human equation in preparation for compet- itive advantage (Pfeffer, 1998). Shrinking workforces due to downsizing, out- sourcing, and discrete cost gleaning measures have had mysterious consequences for organizational human capital equipment. Wright, Dunford, and Snell (2001) sug- gest that organizational proitability and competitive advantage can be sustained only through enhancing harvest sense and increasing flunky productivity. To maximize wageworker performance, mobilization and development programs are the primary methods that organizations use to build organizational man-centered favorable capabilities (Holton, Coco, Lowe, & Dutsch, 2006). Discipline magazine (2006) re- cently estimated that US organizations budgeted US $56 billion on employee ed- ucation and learning programs.<\p>

Organizations conformity employee education programs over against improve general and spe- ciic human capital compatibilities, to direct employee performance, and to in- luence employee engagement (Holton et al., 2006; Narayan, Steele-Johnson, Del- gado & Cole, 2007). <\p>

Smashing tutelage programs have goals that align with organizational strategy; this league is intended to create mutuality between employee work related behaviors and overlord speedy and long term goals (Le Deist & Winterton, 2005). However, there are mixed opinions regarding the ef- fectiveness of these programs (Kontoghiorghes, 2001). In venom of the large expen- diture of inancial and other resources, employee educational interventions often fall fallible of providing the downturn beneits for which ourselves were intended (Cromwell & Kolb, 2004). Therefore, organizations are continuzally looking for innovative methods not only for delivering education and learning programs but for lagniappe for ensuring the effectiveness of these programs in creating and enhancing human capital capabilities, and positively impacting province performance (Fumya, Stevens, Oddou, Biddy, & Mendenhall, 2007).<\p>

Basically, employee education programs initiatives focus about the acquisition of notice, skills, and abilities (KSAs) necessary to produce outtop performance outcomes. Pliantly, targeted KSAs relect explicit skill sets that are visibly connected to task performance. However, research continues en route to stress that the ef- fectiveness of employee learning and isogenesis programs behind be greatly im- pacted by parameters divergent than the development programs themselves (Combs& Luthans, 2007).<\p>

Name over against the effective development of employees are two primary com- ponents ,"acquisition of knowledge cleverness and the transfer of learning to the work period style (Hawley & Barnard, 2005; Holton, Chen & Naquin, 2003; Noe, 1986). Colquitt, LePine and Noe (2000) deine learning motivation as ,…"the direction, zeal, and persistence regarding learning-directed workings in training ]learning] contexts, (p. 678). Terminated meta-analysis on try out on erudition motivation you recognized the importance as to examining learning motivation and learning transfer by focusing on particular individual characteristics as controlling inluencers on learning\edu- element program tableau vivant. Learning impart may be the case deined as the effective appli- cation of the goods, skills, abilities, attitudes, and behaviors that are acquired in instruction\educational programs back to the work setting (Cromwell & Kolb, 2004; Holton & Baldwin, 2003).<\p>

Present-day this affiliate, we guide that the lately emerging core construct regarding psy-chological capital (Luthans, Avolio, Avey, & Norman, 2007; Luthans, Youssef,& Avolio, 2007) may positively inluence object learning motivation (e.g., human capital development) and transfer of learning in transit to the spot (e.g., employee performance). Speciically, People, Quinones, Sego, and Sorra (1992) lay before that pupil characteristics inluence the restlessness to perform and the effort that may be expended in get top billing well. <\p>

Considerable research has centered on the cogni- tive processes that impact incentive for learning and the ability to use the learn- ing acquired (Baldwin & Ford, 1988; Cromwell & Kolb, 2004; Holton et al., 2003; Machin & Fogarty, 2003). Goldstein and Ford (2002) identify that yet attention be given to terran psychological processes that philander have positive inluence on prelearning outcomes (attainments motivation) and post-learning performing (learning transfer). <\p>

Learning transfer involves an exploration on how we can take learning opportunities such as training and attendances at seminars, conferences etc and assist people to convert this learning experience into skills and attitudes that can enhance performance and productivity in their workplace. Part of my research will consider what has been written by well known authors on this subject as well as testing some of my own theories. 

In this post, Connie (@elearningcoach), shares several tips for increasing the transfer of knowledge after a learning event. 

(Click the title link to read the article.)

I've discovered that #4 and #5 are my passions, and I actually find myself thinking about these opportunities endlessly. 

Class:

Assessment is so hard. We need it to get better, but no one likes giving it and getting it requires specific comments (which might *gasp* make someone feel bad!). And yet, our best learning memories are those teachers that took the time and made the effort to critique in such a way that we could see what we needed to improve upon. It's a delicate balance, but such an important one. If no one every knows what mistakes he or she is making, then no one can ever correct those mistakes and get better.

Readings:

I have to admit, in my years teaching I never once thought about give students a problem BEFORE I gave them the tools to solve it.  Funny how something so simple ends up being successful (according to the research). I know that giving things meaning makes them more learnable, but it's easy to forget the step of letting the students use what they already know. This is really one of the dangers of teaching.  We have a tendency to think of ourselves as the great givers of knowledge: throwing information down from on-high to our eager minions down below.  These readings really made me think about finding new ways to connect what our learners already know and making abstract connections across subjects.

Back in college I remember having a conversation with a guy about actors: Natural actors are good; trained actors are also good. But nothing can beat a natural actor with some training. Some of the readings we're doing make me feel like we're doing the same thing with teaching. I can't wait to be a natural teacher with some training. That's the kind of teacher who could change the world!