Publisher's Synopsis
When training fails to deliver the desired performance the failure is usually attributed to the so-called problem of transfer. Although transfer is a major preoccupation for many specialists, little or no attention is given to the socio-technical dynamics of learning and its impact on the transfer of learning to the actual workplace. Here, transfer is treated as a complex process which commences with effective learning and is realised on the job. Analysis of the methods used reflects the significance of the social learning processes in the primary and organizational setting and how these will affect the degree of the effective transfer.;The socio-technical approach to analysis of transfer, as suggested here, will extend our awareness of a host of social and technical factors within the workplace and their facilitative and inhibitive effects on the transfer experienced after the completion of the training programme. It is concluded that the process of transfer resembles a complex socio-psychological chain of events which extends beyond the learning situation into the workplace. Throughout, the human aspect and its influence on degree of effective training and its transfer is emphasised.
