Transfer of training is applying knowledge and skills acquired during training to a targeted job or role. This is a term commonly used within industrial and organizational psychology. For example, after completing a safety course, transfer of training occurs when the employee uses learned safety behaviors in their work environment. 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. The positive transfer of training-- the increase in job performance attributed to training-- has become the goal of many organizations. Characteristics of trainees, the work environment, and training strategies contribute to this goal of positive transfer. Ultimately, transfer of training provides organizations with a method to evaluate training's effectiveness and identify areas for training's improvement.

Types

There are three types of transfer of training:

Model of transfer

Baldwin and Ford (1988) is the most commonly cited model of transfer, which defines the transfer of training as the generalization and maintenance of material learned in training to the work environment. Within this model, the authors conceptualize transfer of training as a three-stage process. In the first stage, the inputs to training, including the training strategies, the work environment, and trainee characteristics are defined. Next, through the training process, these inputs generate training outputs in the form of learning and retention. Ultimately, transfer of training occurs in the final stage when learning and retention are generalized and maintained in the work environment. Using the training inputs defined in this model, psychological research has identified many factors that contribute to the positive transfer of training.

Influences on positive transfer

Within the current literature, there is a lack of consensus over what factors contribute to the positive transfer of training. However, across psychological research, the following factors have consistently impacted positive transfer.

Trainee characteristics

Work environment

Training strategies

Assessment

Positive transfer is the goal of many organizational training programs. Therefore, transfer of training plays a vital role in evaluating a training program's effectiveness. Common training evaluation methods, such as Kirkpatrick's Taxonomy and the Augmented Framework of Alliger et al., utilize transfer as an essential criterion to evaluate training. Due to its behavioral outcomes, transfer of training allows organizations to quantify the impact of training and measure differences in performance.