Mohan Yang

 (He/Him)  2nd degree connection2nd

Assistant professor of Training Specialist program

• Old Dominion University

Norfolk, Virginia, United States  Contact info

Reviewer: Susan Jean Smith, Summer, 2022 EDCI Graduatate School, Purdue University

Tutor for Educational Tutorial Services/ Insurance Agent & Designer / Inlight Insurance and Design, LLC.

July 31, 2022

Professional Review of “Transfer of Training: A Pathway to Performance Improvement”

I found this presentation to be informative. I really was interested in Dr. Yang and his deep interest in HPT, Human Performance Technology. His outline of his presentation included:

• Self-introduction
• A simple poll
• Training investment
• Transfer definition/types
• Transfer problem
• Transfer determinants/ barriers
• Transfer condition
• Strategies for positive transfer; and
• Discussion time

My takeaways from this presentation are that of his transfer of training, digital transformation, microlelearning, accessible design, and online learning. With each of these subjects, learning about the transfer processs is the very interesting. I really think back to all of the trainings that I have attended. I find that most of the trainings in education, workplace, and in insurance have been a first intervention. My own experience is not like what Dr. Yang has describe, “Training should be the last, not the first, intervention…. to improve employee performance,” ( Broad & Newstrom, 1992). I believe that I would agree with Dr. Yang that Gilbert’s Behavioral Engineering Model is true with the Environment being 75% of an influencer for behavior. This is correct in my mind, with all of the work experience that I have had in education, business, manufacturing, nutrition, and in healthcare. Dr. Yang list three areas of the model, which include: information: instrumentation, and motivation for occupational training and resulting behavior. This chart of Gilbert’s Behavioral Engineering Model is very useful because there are percentages of training factors included based on research. More interesting is the point that overall, only 11% is knowledge for training practices. Dr. Yang continues to review about how many billions of dollars a year is spent on training. It is remarkable that the highest amount is 93.6 billion dollars a year was spent in 2020. I was pleased to find out the different types of training products and services are to be used the most next year. Once we got through all the facts and figures, Dr. Yang started to speak about transfer which was exceptional, since transfer is the process of “The degree to which trainees apply the knowledge, skills, and attitudes gained in a training context to a job.”

Transfer includes using knowledge, skill, and attitudes of a person or a group. Transfer types are within a Learning Context that relates to a Similar Context and a Dissimilar Context. The Performance Context, ususally in a community setting, is between what is similar and dissimilar. There are several kinds of transfer which can range from a successful transfer, Ideal Transfer, to four types of transfer problems. With each transfer problem, there are barriers of different kinds of levels ( Baldwin and Ford, 1988). Since I have used the Performance Improvement/HPT Model in my Kentucy Fried Chicken company asssignment, I was familar with the “Change Management,” that can happen in a company. I believe that this model is to help companies and increase training performances. When I filled out this chart, I learned a lot about what it would be like to to work in the Human Performance Technology field. I believe that I would be very good at this kind of postion because I have good experience in many kinds of job settings. When, I view the barriers to transfer; I agree with Dr. Yang that most often moving fast, lack of resources, and poor software are barriers common to transfer. It was good to review the transfer determinants with the major players being trainees, trainers, and managers. Since I would like to be a trainer or a consultant, I can seee that there are three parts to being a worthy trainer: 1) Principles of Learning, 2) Sequencing, and 3) Training Content. Even now, as an insurance agent, I see myself improving on these factors on a daily basis. The barriers to transer which are perceived by trainers are basic to not having support, poor training, and mentor separation on the job. Training is to overcome the transfer barriers. There is a before, during, and after part to the barriers of transfer in training. Of course, ther are the roles of the trainee, trainer, manager, and the organization. What I gathered about this is that learning transferable skills before making a change makes a huge difference. It is important to lower the power of barriers in the transfer of change or acquiring a new technique to continue to be proactive on the job. At least, Dr. Yang showed what managers, trainers and trainees are to be for the before, during, and after the transfer portion of training. I can see this as being useful for my future work as a Human Performance Technology consultant. This presentation helped me to connection between my project work that I researched about Kentucky Fried Chicken’s drive throught training process and what Dr. Yang spoke about tonight. I was not surprised about how transfer types work in HPT. However, I learned about how transfer works in a number of different kinds of ways.

Reference

Broad, M., & newstrom, J. (1992). transfer of training action packed strategies to ensure high payoff from training investments. New York Addison-Wesley. – references – scientific research publishing. (1992). Retrieved July 31, 2022, from https://www.scirp.org/(S(351jmbntvnsjt1aadkozje))/reference/referencespapers.aspx?referenceid=2640292

Baldwin and Ford’s transfer of Training model (1988). Research. (2014, March 15). Retrieved July 31, 2022, from https://research-methodology.net/baldwin-and-fords-transfer-of-training-model-1988/

Mohan Yang

 (He/Him)  2nd degree connection2nd

Assistant professor of Training Specialist program

• Old Dominion University

Norfolk, Virginia, United States  Contact info

Reviewer: Susan Jean Smith, Summer, 2022 EDCI Graduatate School, Purdue University

Tutor for Educational Tutorial Services/ Insurance Agent & Designer / Inlight Insurance and Design, LLC.

July 31, 2022

Professional Review of “Transfer of Training: A Pathway to Performance Improvement”

I found this presentation to be informative. I really was interested in Dr. Yang and his deep interest in HPT, Human Performance Technology. His outline of his presentation included:

• Self-introduction
• A simple poll
• Training investment
• Transfer definition/types
• Transfer problem
• Transfer determinants/ barriers
• Transfer condition
• Strategies for positive transfer; and
• Discussion time

My takeaways from this presentation are that of his transfer of training, digital transformation, microlelearning, accessible design, and online learning. With each of these subjects, learning about the transfer processs is the very interesting. I really think back to all of the trainings that I have attended. I find that most of the trainings in education, workplace, and in insurance have been a first intervention. My own experience is not like what Dr. Yang has describe, “Training should be the last, not the first, intervention…. to improve employee performance,” ( Broad & Newstrom, 1992). I believe that I would agree with Dr. Yang that Gilbert’s Behavioral Engineering Model is true with the Environment being 75% of an influencer for behavior. This is correct in my mind, with all of the work experience that I have had in education, business, manufacturing, nutrition, and in healthcare. Dr. Yang list three areas of the model, which include: information: instrumentation, and motivation for occupational training and resulting behavior. This chart of Gilbert’s Behavioral Engineering Model is very useful because there are percentages of training factors included based on research. More interesting is the point that overall, only 11% is knowledge for training practices. Dr. Yang continues to review about how many billions of dollars a year is spent on training. It is remarkable that the highest amount is 93.6 billion dollars a year was spent in 2020. I was pleased to find out the different types of training products and services are to be used the most next year. Once we got through all the facts and figures, Dr. Yang started to speak about transfer which was exceptional, since transfer is the process of “The degree to which trainees apply the knowledge, skills, and attitudes gained in a training context to a job.”

Transfer includes using knowledge, skill, and attitudes of a person or a group. Transfer types are within a Learning Context that relates to a Similar Context and a Dissimilar Context. The Performance Context, ususally in a community setting, is between what is similar and dissimilar. There are several kinds of transfer which can range from a successful transfer, Ideal Transfer, to four types of transfer problems. With each transfer problem, there are barriers of different kinds of levels ( Baldwin and Ford, 1988). Since I have used the Performance Improvement/HPT Model in my Kentucy Fried Chicken company asssignment, I was familar with the “Change Management,” that can happen in a company. I believe that this model is to help companies and increase training performances. When I filled out this chart, I learned a lot about what it would be like to to work in the Human Performance Technology field. I believe that I would be very good at this kind of postion because I have good experience in many kinds of job settings. When, I view the barriers to transfer; I agree with Dr. Yang that most often moving fast, lack of resources, and poor software are barriers common to transfer. It was good to review the transfer determinants with the major players being trainees, trainers, and managers. Since I would like to be a trainer or a consultant, I can seee that there are three parts to being a worthy trainer: 1) Principles of Learning, 2) Sequencing, and 3) Training Content. Even now, as an insurance agent, I see myself improving on these factors on a daily basis. The barriers to transer which are perceived by trainers are basic to not having support, poor training, and mentor separation on the job. Training is to overcome the transfer barriers. There is a before, during, and after part to the barriers of transfer in training. Of course, ther are the roles of the trainee, trainer, manager, and the organization. What I gathered about this is that learning transferable skills before making a change makes a huge difference. It is important to lower the power of barriers in the transfer of change or acquiring a new technique to continue to be proactive on the job. At least, Dr. Yang showed what managers, trainers and trainees are to be for the before, during, and after the transfer portion of training. I can see this as being useful for my future work as a Human Performance Technology consultant. This presentation helped me to connection between my project work that I researched about Kentucky Fried Chicken’s drive throught training process and what Dr. Yang spoke about tonight. I was not surprised about how transfer types work in HPT. However, I learned about how transfer works in a number of different kinds of ways.

Reference

Broad, M., & newstrom, J. (1992). transfer of training action packed strategies to ensure high payoff from training investments. New York Addison-Wesley. – references – scientific research publishing. (1992). Retrieved July 31, 2022, from https://www.scirp.org/(S(351jmbntvnsjt1aadkozje))/reference/referencespapers.aspx?referenceid=2640292

Baldwin and Ford’s transfer of Training model (1988). Research. (2014, March 15). Retrieved July 31, 2022, from https://research-methodology.net/baldwin-and-fords-transfer-of-training-model-1988/