The learning transfer system approach to estimating the benefits of training: empirical evidence

TLDR

Successful training programmes require three steps: needs identification, firm analysis to uncover barriers to skill exploitation, and evaluation to ensure adequate resources for implementation and integration, with the latter two steps constituting learning transfer. The article applies the learning transfer system approach to training evaluation and proposes future research directions to enhance evaluation tools. The analysis reveals rich information from the approach and highlights its operational importance for managers in decision‑making and training design.

Abstract

Three steps must be implemented if a training programme is to be successful. The first is the identification of needs to identify what training is required. The second is an analysis of the firm to identify the issues that will affect the ability of the firm to exploit new skills. The third is an evaluation of the training to ensure that sufficient resources are applied to implement and to integrate the training programme. These latter two steps come under the heading of learning transfer. The article presents the findings of an application of this approach. The analysis shows the richness of the information that results from this approach and outlines its operational importance for managers engaged in decision‐making or in the design of training programmes. In addition, it suggests the next steps in the research towards improving the tools available for the evaluation of training.