培训迁移作为培训的实际应用阶段,因受到来自个人的特征与动机、工作环境、学习背景等因素的影响,员工不能有效地把从培训中学到的知识、技能迁移到实际工作中,从而导致培训的投入与产出严重失调。组织可以通过相应的学习迁移模型和管理策略来控制并影响相关因素,促进培训迁移的发生,实现提高员工工作能力和组织绩效的目的。 Training and relocation as a practical stage of training, due to personal characteristics and motivation, work environment, learning background and other factors, employees can not effectively transfer from the training of knowledge and skills into practical work, resulting in training The serious imbalance between input and output. Organizations can control and influence the relevant factors through corresponding learning transfer models and management strategies, promote the training and migration, and achieve the goal of improving staff’s work ability and organizational performance.