Final answer:
The transfer of training refers to adaptability, consistency, and knowledge retention, with memory retention being essential for transferring skills to different situations. Memory studies have shown that short-term memory decays rapidly and is affected by interference, but proper training can overcome these challenges for effective application in the workplace.
Step-by-step explanation:
Transfer of Training and Memory Retention
The process of transfer of training is crucial in educational and organizational contexts, referring to the application of learned skills and knowledge to new situations or tasks after training. The three main factors that facilitate this process are adaptability, consistency, and knowledge retention. Adaptability involves the flexibility to apply skills in various contexts, while consistency ensures that the transfer is reliable across different situations. Knowledge retention is paramount for the long-term application of what has been learned.
Memory retention plays a significant role in the transfer of training. According to the Atkinson-Shiffrin model of memory, to store information in long-term memory, it must first pass through distinct stages. Research by Peterson and Peterson suggested that short-term memory, or the ability to hold information for brief periods, decays rapidly without rehearsal. Furthermore, interference from previously learned material can complicate new learning, a process known as proactive interference. For training to be effective and transferable, it must overcome these challenges to consolidate knowledge into long-term memory.
Organizational training effectiveness is often measured by the extent to which training participants can apply their new knowledge and skills on the job. Studies have shown that various forms of training, from lectures to computer-assisted learning, can lead to significant improvements in job performance when the training is well-designed and the participants can effectively retain and apply what they have learned.