Organizations often wonder why employees, regardless of their rank, fail to exhibit the newly learned skills and behaviors after training has concluded. Feeling frustrated, they often blame the trainees or the training department.
Researchers and practitioners in the field of adult learning have known for many years that there are at least four basic factors that affect how the transfer of training affects job performance. These include a structure and systems of the organization, the support and encouragement of the immediate supervisor after training, the influence of the employee’s primary work group, and double-loop learning based training structures.
Transfer of Learning concentrates on the actions (or inaction) of individuals that affect behavioral performance, and what those individuals can do to reinforce the newly acquired skills.
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