A Study On The Development And Application Of Training Programs To Facilitate Training Transfer In Y Clothing Company

Training transfer is considered the most important criterion for training effectiveness.However,the problem of transfer has long existed.This is because learners often rarely apply the knowledge,skills,and attitudes gained in the training context to work;or have difficulty sustaining them in the workplace over time.To improve training transfer,this study reviewed existing research and identified systematic factors that influence training transfer,including: learner characteristics,training design,and work environment.These factors suggest that training transfer is a complex process and we must adopt a systemic perspective.Academic research on training transfer provides a evidence-based framework to guide training practices.This study used an action research approach in which the researcher worked with in-house trainers to develop a training program to enhance the training effectiveness of a well-known domestic clothing company’s winter 2022 new product training program.The study began with a systematic diagnosis of possible transfer barriers in Y Clothing Company.Then,based on the principles of ISD,instructional strategies and methods to achieve transfer were applied throughout the training design,development and implementation process.At the very same time,customized interventions were developed for the existing transfer barriers to guide the learners to transfer the learned skills from the training environment to the work environment and help the training results to be successfully transformed into work outcomes.In the evaluation phase,the Kirkpatrick four-level assessment model was used for systematic evaluation at three levels: learning level,behavior level,and outcome level.The evaluation results confirm that a systematic transfer-oriented training design and practice can achieve successful training results.The strategies for facilitating transfer summarized in this study are focused on training design factors and full support from store managers.Training practitioners are required to follow systematic instructional design principles to design training content based on training needs analysis;and managers of learners must be fully involved in the entire transfer process.The results also found that transfer problems often begin with inadequate learning.For the time spent in traditional classroom learning is not sufficient for learners to become proficient.For effective learning transfer to happen,it is necessary to combine formal and informal learning in order to provide adequate opportunities for learners to practice.In addition,the transfer process needs to be systematically planned and actively managed,with stakeholders working together.Being conducted in a real-world corporate environment,this study takes into account the workplace constraints of training practitioners.The proposed strategies are feasible and stable,which can be conferred for the research and practice of training transfer.