Baldwin and Ford’s Transfer of Training Model (1988) is based on the idea that the transfer of learning depends on training inputs that include trainee characteristics, training design and work environment. However, an important point in the model is that the outcome of training is impacted by trainee characteristics and work environment in a direct manner, whereas the impact of training design depends on the levels of training outputs such as learning and retention.
Baldwin and Ford’s Transfer of Training Model (1988)
Source: Baldwin and Ford (1988)
The Transfer of Training Model has made a valuable contribution on the study of training transfer. The main benefit of the model in practical levels can be explained in a way that it allows framework for evaluating the impact of each individual input factor in training and identify and utilise the potentials for improving the impact of elements associated with each individual factor.
Baldwin, T.T & Ford, J.K. (1988) “Transfer of training: A review and directions for future research” Personnel Psychology, 41 (65)