Abstract
AbstractProviding learning interventions is at the heart of HRD practices, from onboarding people joining the workforce to continuing to develop them for advanced productivity and career progression. If learning interventions are going to provide value to the organization, they must translate into improved individual and organizational performance. Learning transfer refers to the extent to which the individual or team applies their learning beyond the learning event itself. This learning can be changed in knowledge, insight, understanding, meaning, attitudes, competencies, behaviors, and they may or not be connected depending on the goal/purpose of the learning intervention. Ultimately, the returns on investment for these learning and development interventions depend on whether the individual or team is able to transfer their learning to their workplace practices.
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