ABSTRACT
This chapter points the way towards improvement of learning transfer in the organizations with which one works. It shows the estimates of the amount of learning transfer, real changes in behaviour back at work, that takes place following learning interventions are on the whole quite low. The book deals in detail with the different categories of factors that help or hinder learning transfer. It describes a number of methods that can be used to evaluate the results of learning and development efforts. In using the data to make improvements to the learning transfer system, the possible pitfalls and likely sources of resistance is yet another. The book shows the main factors that affect participants' motivation to take on and learn from a programme. These include their expectancies surrounding the programme, their job and career attitudes, their locus of control, goal orientation and in particular their self-efficacy, or level of confidence in their ability to make the programme work for them.
