Learning to Change: Organizational Change through Transfer Training Workshops

Abstract

The fact that a management training course is run on an in‐company basis rather than outside the organization does not guarantee that any of the learning acquired by course members will automatically be transferred back into the trainee's work situation. While many companies are prepared to devote considerable resources to helping their staff acquire new skills and knowledge, they frequently neglect to assist them in aplying this new learning back into their work. Frequently, disappointed with the low levels of learning transfer from traditional courses, many firms have reverted to work‐oriented, project‐based types of training programmes in the hope of ensuring that at least some of the training effort is translated back into improved trainee performance. However, in many cases the subject matter of the training may make it unsuited to this approach. Alternatively, an organization may wish to retain its existing in‐company training scheme, but would like to improve it in some way so as to enhance the likelihood of staff changing their work behaviour in the direction intended by the course.

Citation

Huczynski, A. and Logan, D. (1980), "Learning to Change: Organizational Change through Transfer Training Workshops", Leadership & Organization Development Journal, Vol. 1 No. 3, pp. 25-31. https://doi.org/10.1108/eb053467