Learning Transfer System Inventory research
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The document discusses issues with learning transfer in training programs. It notes that in the US, over $134 billion is spent on training annually but only 10-30% results in changed job performance. When factoring in opportunity costs and trainee wages, the real cost of ineffective training is much higher. The document introduces the Learning Transfer System Inventory (LTSI), which measures 16 factors that influence learning transfer across ability, motivation, and work environment dimensions. While motivation to transfer is generally good, the work environment often lacks support from supervisors and accountability. The LTSI provides a way to diagnose issues and track performance change over time to improve learning transfer and training ROI.
Learning Transfer System Inventory research
- 1. Research to Practice: Learning Transfer Lessons Dr. Ed Holton, CEO Jones S. Davis Distinguished Professor of Human Resource, Leadership & Organization Development Louisiana State University www.LTSGlobal.com (888) 877-9531 1 © copyright Learning Transfer Solutions Global LLC
- 2. 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 © copyright Learning Transfer Solutions Global LLC 2
- 3. 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 © copyright Learning Transfer Solutions Global LLC 3
- 4. 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? © copyright Learning Transfer Solutions Global LLC 4
- 5. Training Transfer • Definition – The effective and continuing job application of the knowledge and skills gained in training © copyright Learning Transfer Solutions Global LLC 5
- 6. Questions: • How much training transfers into job performance in – Your organization? – Your country? • Why are we content to accept such poor results? © copyright Learning Transfer Solutions Global LLC 6
- 7. 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!!!!! © copyright Learning Transfer Solutions Global LLC 7
- 8. Learning Transfer System Inventory Dr. Ed Holton, CEO Jones S. Davis Distinguished Professor of Human Resource, Leadership & Organization Development Louisiana State University 8 © copyright Learning Transfer Solutions Global LLC
- 9. 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 © copyright Learning Transfer Solutions Global LLC 9
- 10. LTSI continued • 5 point Likert response scale(strongly disagree to strongly agree) • Scales – 11 for specific training program – 5 for training in general © copyright Learning Transfer Solutions Global LLC 10
- 11. Latest Developments • Global validation study – 6,120 respondents – 17 countries (very diverse) – 14 different languages • Scales work across cultures and languages © copyright Learning Transfer Solutions Global LLC 11
- 12. LTSI Fundamental Structure Ability Motivation Work X X Environment = TRANSFER 12
- 13. The 16 LTSI Factors Ability Motivation Transfer Effort- Content Validity Performance Expectations Transfer Performance- Outcomes Expectations Transfer Design Learner Readiness Opportunity to Use Motivation to Transfer Personal Capacity Performance Self-Efficacy 13 © copyright Training Transfer Solutions LLC
- 14. The 16 LTSI Factors Work Environment Supervisor Personal Outcomes Support Positive Supervisor Personal Outcomes Sanctions Negative Resistance to Peer Support Change Performance Coaching 14 © copyright Training Transfer Solutions LLC
- 15. Global Findings • 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 © copyright Learning Transfer Solutions Global LLC 15
- 16. Leverage Points-Ability 1. Content Validity – Universally mediocre – Due to cost reductions to drive efficiency?? 2. Transfer Design – Highly variable, but often mediocre © copyright Learning Transfer Solutions Global LLC 16
- 17. Leverage Points-Ability 3. Personal Capacity – Often mediocre – Trainees are too overworked and stressed to try new things – Increasing problem? © copyright Learning Transfer Solutions Global LLC 17
- 18. Leverage Points-Motivation • 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! © copyright Learning Transfer Solutions Global LLC 18
- 19. Leverage Points-Work Environment • 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 © copyright Learning Transfer Solutions Global LLC 19
- 20. Leverage Points-Work Environment 1. Accountability – No consequences for NOT transferring – Few rewards for transfer © copyright Learning Transfer Solutions Global LLC 20
- 21. Leverage Points-Work Environment 2. Supervisors-Two Patterns – Laissez-Faire • No proactive support for transfer • No proactive opposition to transfer • THEY JUST DON”T CARE – Actively Oppose Transfer © copyright Learning Transfer Solutions Global LLC 21
- 22. Leverage Points-Work Environment 3. Learning Community – Peer Support can be MORE powerful than supervisor support – Performance Coaching is usually weak © copyright Learning Transfer Solutions Global LLC 22
- 23. Leverage Points-The Power of Data 1. Diagnostic data is a powerful catalyst for change 2. Performance change data is necessary for accountability © copyright Learning Transfer Solutions Global LLC 23
- 24. Conclusions • Bad News – Traditional training is often systemically flawed • Good News – ENORMOUS potential for improved ROI • Less could be more • Learning Transfer System Audit Checklist © copyright Learning Transfer Solutions Global LLC 24
- 25. Contact Info: www.LTSGlobal.com edholton@ltsglobal.com LinkedIn: Dr. Ed Holton Facebook.com/LTSGlobal Twitter: DrEdHolton (888) 877-9531 © copyright Learning Transfer Solutions Global LLC 25