Learning Transfer System Inventory research

Research to Practice:Learning Transfer Lessons

Dr. Ed Holton, CEOJones S. Davis Distinguished Professor of Human Resource,

Leadership & Organization DevelopmentLouisiana State University

1www.LTSGlobal.com (888) 877-9531

United States Training Industry• $134 BILLION spent in the U.S. in 2008

(ASTD)– Direct cost only; no trainee salaries/wages

included

• Only 10 – 30% results in changed job performance

$100 BILLION IS WASTED EVERY YEAR!

But it gets worse…..• Opportunity Cost:

– Research says return of 8:1 is reasonable for good training

• Add salaries and wages of trainees • Thus, the real cost is over

$1 TRILLION IS WASTED EVERY YEAR!

Put This Into Perspective

• U.S. government is spending this much to bail out all the banks and insurance companies

• Imagine what the loss is WORLDWIDE?• How can we tell our CEO’s that we waste 70-

90% of the money they invest?• Why can’t we do better?

#1 PROBLEM IN TRAINING TODAY

Training Transfer

• Definition– The effective and continuing job application of

the knowledge and skills gained in training

Questions:

• How much training transfers into job performance in– Your organization?– Your country?

• Why are we content to accept such poor results?

The Future of Training

• Training is essential in the global knowledge economy

• But, if we can’t deliver transfer, then training is wasted

• The future of the training profession depends on solving this problem

• It’s time to get serious!!!!!

Dr. Ed Holton, CEOJones S. Davis Distinguished Professor of Human Resource,

Leadership & Organization DevelopmentLouisiana State University

Learning Transfer System Inventory

Learning Transfer System Inventory (LTSI)

• Measures 16 factors– barriers and catalysts to transfer– factors tied to ‘leverage points’’ which are

opportunities for intervention

• A diagnostic tool• An evaluative tool• Grounded in previous learning transfer

research

LTSI continued

• 5 point Likert response scale(strongly disagree to strongly agree)

• Scales– 11 for specific training program– 5 for training in general

Latest Developments

• Global validation study– 6,120 respondents– 17 countries (very diverse)– 14 different languages

• Scales work across cultures and languages

LTSI Fundamental Structure

Ability Motivation WorkEnvironment

TRANSFER

The 16 LTSI Factors

Ability

Content Validity

Transfer Design

Opportunity to Use

Personal Capacity

Motivation

Transfer Effort-Performance Expectations

Transfer Performance-Outcomes Expectations

Learner Readiness

Motivation to Transfer

Performance Self-Efficacy

The 16 LTSI Factors

Work Environment

Supervisor Support

Supervisor Sanctions

Peer Support

Performance Coaching

Personal Outcomes Positive

Personal Outcomes Negative

Resistance to Change

• Learning transfer is a universal problem• Factors affecting it have been confirmed

globally• Remarkable similarity in pattern of

responses around the world• No cultural differences detectable

Global Findings

1. Content Validity– Universally mediocre– Due to cost reductions to drive efficiency??

2. Transfer Design– Highly variable, but often mediocre

Leverage Points-Ability

Transfer Is Dead-On-ArrivalWithout These Two Factors

3. Personal Capacity– Often mediocre– Trainees are too overworked and stressed to

try new things– Increasing problem?

Leverage Points-Ability

• Generally motivation to transfer is good• However,

– While trainees report they can change their performance if they try…

– The link between changing their performance and positive outcomes is weak!

Leverage Points-Motivation

• Most serious issues are in these factors• Reflects:

– Lack of a systemic focus on learning– Over-emphasis on design and delivery– Silo nature of learning and development

departments

Leverage Points-Work Environment

1. Accountability– No consequences for NOT transferring– Few rewards for transfer

If Transfer Doesn’t Matter Then Can We Blame Trainees?

2. Supervisors-Two Patterns– Laissez-Faire

• No proactive support for transfer• No proactive opposition to transfer• THEY JUST DON”T CARE

– Actively Oppose Transfer

Can’t Expect Transfer Unless We Engage the Superviors

3. Learning Community– Peer Support can be MORE powerful than

supervisor support– Performance Coaching is usually weak

Need to Systematically Engage the Community of

Learners

1. Diagnostic data is a powerful catalyst for change

2. Performance change data is necessary for accountability

Leverage Points-The Power of Data

Everything Important in Organizations Is Measured

• Bad News– Traditional training is often systemically

flawed

• Good News– ENORMOUS potential for improved ROI

• Less could be more• Learning Transfer System Audit Checklist

Conclusions

Contact Info:

www.LTSGlobal.com

edholton@ltsglobal.com

LinkedIn: Dr. Ed Holton

Facebook.com/LTSGlobal

Twitter: DrEdHolton

(888) 877-9531

Learning Transfer System Inventory research

Business

Exploration (Part 2) and Transfer Learning - rll.berkeley.edurll.berkeley.edu/deeprlcourse/f17docs/lecture_14_transfer.pdf · Transfer learning terminology transfer learning: using

Development of a generalized learning transfer … Learning Transfer System Inventory Elwood F. Holton III, Reid A. Bates, Wendy E. A. Ruona This study expands on the concept of the

Transfer Learning Motivation and Types Functional Transfer Learning Representational Transfer Learning References

Memletics Learning Styles Inventory

National e-Learning Inventory

Transfer Learning via Learning to Transfer · transfer learning skills instead of task-sharing knowledge. 3. Learning to Transfer We begin by ﬁrst brieﬁng the proposed L2T framework

Transfer of learning

TRANSFER LEARNING Adam Brzeski - Gradientgradient.eti.pg.gda.pl/.../ComputerVisionAndTransferLearning.pdf · TRANSFER LEARNING in KERAS Transfer learning is super easy in Keras, if

Transfer Learning for Estimating Causal Effects using ... · 3 Transfer Learning 3.1 Background The key idea in transfer learning is that new experiments should transfer insights

Dual Transfer Learning

Take the Learning Style Inventory 7 th Grade Learning Styles Inventory #2 Microsoft, 2011

Development and Validation ofthe Learning Transfer ...ltsglobal.eu/cms_img/Development_and_Validation_of_the_LTSI_in_T… · The Learning Transfer System Inventory in Taiwan 57 because

Learning and Transfer

INVENTORY TRANSFER

Learning transfer-roadmap

Transfer Learning

Transfer of Learning [Definition; Kinds of transfer of learning; Factors affecting transfer & Facilitating transfer of learning]

TRANSFER OF LEARNING

Evaluating Learning Transfer

Transfer defect learning