What is a common misconception about training transfer?

A common misconception about training transfer is that training can succeed without managerial support. This is incorrect, as the involvement and support of management are crucial for reinforcing the application of skills learned during training. When managers are engaged, they can facilitate an environment that encourages employees to utilize new skills, provide feedback, and recognize performance. Without this support, employees may struggle to implement what they've learned, leading to poor transfer of training.

The effectiveness of training transfers greatly improves when managers actively endorse and model the skills learned. This includes providing opportunities for practice, integrating the skills into daily work processes, and providing necessary resources and feedback. Without such support, employees may find it challenging to remember or prioritize the application of these skills in their roles.

Other choices highlight misconceptions as well. For instance, the idea that training must always include hands-on practice overlooks the effectiveness of various instructional methods; not all knowledge and skills require practical exercises to be transferred. The belief that only employees with extensive experience will transfer skills fails to recognize that all employees, regardless of experience level, can benefit from training when appropriately supported. Lastly, the notion that participants will naturally apply skills learned is an oversimplification, as transferring skills often requires active encouragement and reinforcement.