Guest blog by Sofie Willox
This article was originally published in Dutch in HR Magazine, March 2022.
It discusses five dimensions that promote learning transfer based on our (Mirjam & Paul) book “Evidence-Informed Learning Design – Creating Training to improve Learning Design”.
To what extent do people actually apply what they’ve learned in a workplace context after a training? Training content can be interesting, but without actual learning transfer we don’t see any behavioural change on the job. So, how do we achieve transfer? Through what I call ‘authentic learning moments’.
Without context we don’t learn
The goal of training is learning (that is, sustainable change in behaviour and cognition; Paul Kirschner calls this a stable change in our long-term memories) so that people can perform to standard in their job. In order to achieve this, the training that we design ideally considers and mirrors, as best as possible…
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