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Transfer of learning. Transfer of learning occurs when people apply information, strategies, and skills they have learned to a new situation or context. Transfer is not a discrete activity, but is rather an integral part of the learning process. Researchers attempt to identify when and how transfer occurs and to offer strategies to improve ...
Theoretically, transfer of training is a specific application of the theory of transfer of learning that describes the positive, zero, or negative performance outcomes of a training program. [2] The positive transfer of training-- the increase in job performance attributed to training-- has become the goal of many organizations.
Knowledge transfer refers to transferring an awareness of facts or practical skills from one entity to another. The particular profile of transfer processes activated for a given situation depends on (a) the type of knowledge to be transferred and how it is represented (the source and recipient relationship with this knowledge) and (b) the processing demands of the transfer task.
Technology transfer ( TT ), also called transfer of technology ( TOT ), is the process of transferring (disseminating) technology from the person or organization that owns or holds it to another person or organization, in an attempt to transform inventions and scientific outcomes into new products and services that benefit society.
Transfer learning (TL) is a technique in machine learning (ML) in which knowledge learned from a task is re-used in order to boost performance on a related task. For example, for image classification , knowledge gained while learning to recognize cars could be applied when trying to recognize trucks.
Organizational learning. Organizational learning is the process of creating, retaining, and transferring knowledge within an organization. An organization improves over time as it gains experience. From this experience, it is able to create knowledge. This knowledge is broad, covering any topic that could better an organization.
Technical and Vocational Education and Training (TVET) serves multiple purposes. A key purpose is preparation of youth for work. This takes the form of learning and developing work related skills and mastery of underlying knowledge and scientific principles. Work is broadly defined and therefore refers to both formal employment and self-employment.
Training may be viewed as related to immediate changes in organizational effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While training and development technically have differing definitions, the two are oftentimes used interchangeably and/or together.