Learning and Transfer of Training

Learning refers to a relatively permanent change in human capabilities that can include knowledge, skills, attitudes, behaviors, and competencies that are not the result of growth processes. A key part of learning is that trainees commit to memory (i.e., remember) what they have learned and can recall it.

Transfer of training refers to trainees effectively and continually applying what they have learned in training to their jobs. Trainee characteristics, the design of the training program (or what occurs during training), and the work environment influence whether trainees learn and use or apply what they have learned to their jobs. Generalization refers to a trainee’s ability to apply what they learned to on-the job work problems and situations that are similar but not necessarily identical to those problems and situations encountered in the learning environment, i.e., the training program. Maintenance refers to the process of trainees continuing to use what they learned over time.

It is important to realize that for training to be effective, both learning and transfer of training are needed. Trainees can fail or incorrectly apply training content (what was emphasized in training) to their jobs, either because the training was not conducive to learning, the work environment provides them with the opportunity to use training content or supports its correct use, or both.

Also, it is a mistake to consider transfer of training as something to be concerned about after training because it deals with the use of training content on the job. Instead, transfer of training should be considered during the design or purchase of training. If you wait until after training to consider transfer of training, it is likely too late. Trainees’ perceptions of the work environment and its support for training have likely influenced their motivation to learn and what, if anything, they have learned.