A: The first level is to follow suit. Only when the trainee's work content and environmental conditions are completely consistent with the trainer's situation can the results of training and learning be transferred. The effect of training transformation depends on the similarity between the actual working environment and the environmental characteristics during training. For example, scenario simulation training has a great degree of migration at this level.

The second level is to draw inferences from others. Trainees understand the basic methods of transforming training results, master some of the most important characteristics and general principles required in training objectives, and also clarify the scope of application of these principles. By demonstrating key behaviors in various occasions and emphasizing basic principles, the transformation effect at this level can be improved.

The third level is mastery. When the problems or situations encountered by trainees in practical work are completely different from those in the training process, they can also recall the learning results in the training, establish the connection between their own knowledge and ability and practical application, and properly use the knowledge and skills they have learned.

The fourth level is self-management. It refers to individuals trying to control some of their decisions and behaviors. Trainees can actively apply their knowledge and skills to solve practical problems and think about the application of training content in practical work in a self-motivated way. The research shows that the trainees who use self-management strategy have higher transformation behavior and skill level than those who do not use self-management strategy.