Transfer training translates a jobs’ skills, procedures, knowledge, and material via training programs (Levy, 2013). Organizations invest time, money, and personnel to train employees at various levels (Levy, 2013; Franke & Felfe, 2012; Blume, Ford, Baldwin, & Huang, 2010). Transfer training success shows relevant knowledge, skills, and procedures transfer successfully to the employee which leads to increased productivity and job performance (Levy, 2013; Blume, Ford, Baldwin, & Huang, 2010). Levy (2013) explains successful transfer training as positive transfer and negative transfer when performance declines from training.
To measure success of transfer training, criteria used to measure training must be relevant, valid, realistic, and reasonable (Levy, 2013; Frank & Felfe, 2012). Designing criteria for measurement using these characteristics is critical to yield usable data to measure success of transfer training (Levy, 2013). If time and budget allow, control and experimental group(s) to measure transfer training are established for pre/post measurement (Levy, 2013). Through various tools like scales and interviews pre and post training, evaluations can be assessed to determine the degree of success/failure in the training program.
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