1. A pupil learns 4. 9 = 36 this should help him learn 9. 4 = 36 And 90

2. TRANSFER OF LEARNING Ginish Jung Dahal (17307) MBA 4th term
Roll No: 17307

3. Article review
Clarity and coherence are most efficient as helping learners attain core knowledge
After accomplishing some level of knowledge it may serve the learner better to rely less on instruction and more on his/her own mental efforts to make sense and refine the knowledge into a form useful for future use. (Mestre, 2002)

4. Transfer of training: Improving the effectiveness of employee training in Nepal (Subedi,2013)
Application of training more on corporate sector than civil sector
Top level staffs are more towards transfer than lower level staffs

5. INTRODUCTION Necessary for improved job and performance level1
Necessary for improved job and performance level
Important and recurring in Human Resource Development
Learning – retention – use – change in behavior and performance

6. Forms of transfer
Direction
Degree
Positive transfer – better job performance
e.g. receptionist training
Negative transfer – poorer job performance
e.g. Cricket player / Baseball player
Zero transfer – no effect on job performance
e.g. Not used technical skills after training
Near transfer – ability to directly apply without modification
Far transfer – expanding upon or using in new or creative way , a better indicator of learning

7. Examples…
Near transfer Far transfer

8. Principles of learning transfer
IDENTICAL ELEMENT
Training situation and job situation similar - training transfer easily
Physical fidelity
e.g. Car repairing in garage
Psychological fidelity (attachment of similar meaning to both; more important)
e.g. Call center staff handling a
mock phone call

9. Contd….. Learn fundamental elements of task Example:
GENERAL PRINCIPLE
Learn fundamental elements of task
Example:
knowledge about various spare parts and simple fitting in Car repair training
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10. Contd….. Use of variety of stimuli
STIMULUS VARIABILITY
Use of variety of stimuli
Multiple examples or different practice situations
Example:
Repairing training given for car as well as mini truck
The Power of PowerPoint | thepopp.com

11. SUPPORT IN THE WORK ENVIRONMENT
Contd…..
SUPPORT IN THE WORK ENVIRONMENT
Supervisory support (encouragement to attend training, goal setting)
Organizational level support (transfer of learning climate, continuous learning work environment, pay and promotion)
Opportunity to perform
Social factors (peer group)
The Power of PowerPoint | thepopp.com

12. IMPLEMENTATION PLAN
Accounting package training at Prayas & Associates firm, Consultancy for 3 days

13. Before training…
By the end of training, the participant will be able to enter error- free accounting transaction.
Specific: Accountant will be able to record the credit account transactions.
Measurable: Accountant will record transactions correctly percent of the time.
Attainable: The accountant task is not so different from current entries.
Relevant: Accountant task is essential to business accounting procedures
Time-bound: The accountant must learn to make new entries by 1st of May, 2018.

14. During training…
Explaining the similarity between training situation and Job situation (Nature of transactions, clients involved, etc)
Explaining the features of accounting software and its drawbacks (if applicable) in clear manner.
Making the trainees practice more of real transactions in the training accounting software (at least 500 transactions by the end of training)

15. Continued…
Displaying various types of errors occurred during entering transactions.
Sharing of experiences regarding using of accounting software by 3 senior accountant of various organizations.
Communicating the reward for using the accounting software and its features

16. After training…..
Presenting the learning to senior accountant (in brief)
Assign data entry of minimum of 2,500 accounting transactions of various nature to be completed by 10 days
Salary increment after the successful entry of tasks assigned with 95% accuracy
Back support provided by the senior accountant for at least 1 month after training
Training newly hired interns in company

18. References..
Mestre, Jose (2002). “Transfer of Learning: Issues and Research Agenda.” [Online] National Science Foundation. 21 March Available at:
Subedi, B. (2013). Transfer of Training: Improving the Effectiveness of Employee Training in Nepal. Journal of Education and Research, 1(1), 51–61. Available at: