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What is LTSI?

The worldwide interest of organizations for instruments designed to measure the results of trainings lead the American researchers Holton and Bates (2003) to what they called Learning Transfer System Inventory (LTSI). LTSI is a tool able to make a diagnosis of factors that are direct influencing the efficiency of trainings in an organization. LTSI is already used in 16 countries and was also introduced in Romania in 2008 by Trend Consult.

The tool is based on an approach that sees the training as a complex process, from pre-course experiences and the acquisition of new skills and knowledge, up to the capacity to apply or transfer the new knowledge in tasks that are specific to the position (relevant performance for the organization). This process is also influenced by a system of factors – learning transfer system (Holton 2003) – that refers to:

• individual behaviors – for example: motivation, opinions about efficiency, previous experiences) etc.
• training itself – for example: relevance of course and of the learning activities etc.
• work environment – for example: support provided by supervisor and colleagues, norms of the group regarding changes, rewards etc.

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Methodology and theoretical support

The tool is applied through a questionnaire of 51 questions measuring 16 factors indicated through research as being potential obstacles or catalysis for the efficiency of training and transfer of learning.

LTSI is based on the theory of motivation in work developed by Noe (1986), taken over and further developed by Holton in his researches upon the training efficiency evaluation models, from 1996 up to date.

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The applicability of LTSI in organizations

The diagnosis performed by LTSI leads to:

• The identification of obstacles and catalyses for behavior changes;
• The identification of possibilities to transform obstacles in catalyses;
• The investigation of issued already knows in the transfer of learning;
• The planning of interventions designed to encourage the transfer of learning;

The LTSI diagnosis can help organizations to:

• Increase the impact and efficiency of training-type interventions
• Explain the results generated as result of training evaluation
• Choose the right training at the most suitable moment
• Ensure an environment that is accelerates learning

Our clients who used LTSI have benefited from a clear diagnosis that facilitates or prevents the transfer of learning into practice. Thus, they were able to apply the most suitable measures to their organization in order to ensure that participants in training are applying in their day to day activity the knowledge acquired in the training course, therefore facilitating the reaching of the final objectives of the training process.

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