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Accountability in Training Transfer: Adapting Schlenker’s Model of Responsibility to a Persistent but Solvable ProblemUniversity of Tennessee at Chattanooga
University of Toronto, Ontario, Canada Decades have been spent studying training transfer in organizational environments in recognition of a transfer problem in organizations. Theoretical models of various antecedents, empirical studies of transfer interventions, and studies of best practices have all been advanced to address this continued problem. Yet a solution may not be so elusive. This paper spotlights the crucial role of accountability in solving the transfer problem by applying the theoretical lens of Schlenker ’s pyramid of accountability. A conceptual framework is advanced and implications for future research and practice are discussed. Recommendations for practice include conducting a training transfer accountability audit to determine where and for whom accountability lapses exist in an organization, developing and clearly communicating prescriptions and expectations for training transfer for each stakeholder group, and evaluating training transfer outcomes across training programs.
Key Words: Training • transfer • accountability • Schlenker
This version was published on September
1, 2009 Human Resource Development Review, Vol. 8, No. 3,
382-402 (2009) |
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