Transfer of Training and Development: Bridging the Gap Between Learning and Performance

In the realm of employee development, the concept of training and development is no longer limited to just imparting new skills. The real value lie in the successful transfer of that training to the job, where employees apply what they have learned in ways that positively impact their roles and, by extension, the organisation. Known as the “transfer of training,” this process is essential to ensure that investment in training and development translates into measurable results and improved performance.

This article takes a cursory look at the significance of the transfer of training, explores factors that influence its effectiveness, and highlights strategies that organisations can adopt to bridge the gap between knowledge acquisition and practical application. Using examples from around the world, we will explore how effective training transfer can be the difference between a one-time learning event and a sustainable performance improvement.

Understanding the Transfer of Training and Development

The transfer of training refers to the extent to which employees apply the skills, knowledge, and attitudes acquired during training back to their job roles. When the transfer of training is successful, it empowers employees to use what they have learnt to enhance productivity, solve problems more effectively, and improve job satisfaction. It is a vital element in any training and development programme, as it maximizes the ROI and ensures that learning doesn’t just remain within the confines of a classroom or training environment.

For example, consider a Nigerian financial institution that invests in advanced customer service training for its support staff. The value of this training is fully realized when employees actively apply their new skills, improving customer satisfaction scores and strengthening client relationships in the process. Without this transfer, the training might remain a theoretical exercise with limited impact on actual service quality.

Why is the Transfer of Training Important?

Investing in training without ensuring its transfer can lead to wasted resources, both financial and human. Training is often an expensive endeavour involving time, effort, and funds. According to research carried out by the Association for Talent Development, organizations spend over $1,200 per employee on training each year. However, if the learning isn’t applied, these investments may not contribute to improved productivity or skill enhancement.

By emphasizing the transfer of training, companies can:

• Enhance Performance: Employees are better equipped to apply new knowledge and skills, leading to improved job performance and productivity.
• Reduce Knowledge Decay: Without active transfer, employees may forget what they have learnt, diminishing the benefits of training over time.
• Increase Motivation and Engagement: When employees see that training benefits their roles and careers, they are more motivated to engage in development opportunities.
• Drive Organisational Growth: Effective transfer of training contributes to organisational goals, aligning employee development with strategic objectives.

Factors Influencing the Transfer of Training

Several factors affect the effectiveness of training transfer. Understanding these factors can help organisations create an environment conducive to practical skill application:

1. Work Environment: A supportive work environment can facilitate the application of new skills. Managers, supervisors, and co-workers play an essential role in encouraging employees to implement what they have learnt. If the organisational culture is resistant to change or innovation, employees might hesitate to adopt new behaviours.
2. Training Design: Effective training must be relevant, practical, and directly applicable to employees’ job functions. When training programmes are well-designed and incorporate real-world scenarios, employees are more likely to retain and apply the material.
3. Learner Motivation: Employees are more likely to transfer training when they see a personal benefit, such as career advancement or improved job performance. Motivation can be cultivated through clear communication about the benefits of training and by aligning training goals with individual aspirations.
4. Managerial Support: Managers who actively support and reinforce training can enhance its transfer. For example, a manager who schedules regular check-ins to discuss how new skills are being applied shows commitment to employee development.
5. Opportunity to Apply Skills: Training transfer is maximized when employees have immediate opportunities to use what they have learnt. Delays between training and application can lead to knowledge decay, reducing the likelihood of successful transfer.

Strategies to Enhance the Transfer of Training

To bridge the gap between training and on-the-job performance, organisations need to adopt proactive strategies that promote training transfer. Below are some most effective strategies:

1. Incorporate Real-World Scenarios: Design training that mirrors the actual challenges employees face. For example, a hospitality company could create customer service simulations that reflect common scenarios employees encounter. This makes it easier for employees to relate and apply the training.
2. Encourage Post-Training Reflection: Encourage employees to reflect on their learning and identify specific situations where they can apply it. Reflection solidifies new knowledge and enhances retention.
3. Provide Follow-Up Support: Implement post-training support, such as refresher sessions or coaching, to reinforce learning. For example, some companies use mentoring programmes where seasoned employees guide newer staff on how to implement new skills.
4. Align Training with Career Development: Show employees how training aligns with their career goals. For instance, an organisation could offer certifications for completed training modules, which employees can add to their professional profiles or use for career advancement.
5. Create a Culture of Continuous Learning: Foster a culture that values continuous learning. Encourage employees to take responsibilty for their development and seek opportunities to apply new skills.

Examples of Successful Training Transfer

Google has implemented numerous training programmes, but its success lies in ensuring that employees can transfer their learning. Google promotes a culture that supports learning application by encouraging employees to experiment, collaborate, and share insights from training. With a structured feedback loop, employees can openly discuss their learning experiences, helping Google’s HR team adjust and refine its training offerings.

Access Bank, one of Nigeria’s leading banks, invests in comprehensive training programmes for its staff, particularly in customer service and financial management. By creating a performance-oriented environment and incorporating direct applications into daily responsibilities, Access Bank ensures that employees can immediately apply their learning. For example, after completing customer service training, employees receive real-time feedback from supervisors, reinforcing their new skills and building confidence in their application.

Measuring the Transfer of Training

For organizations to maximize training effectiveness, they need to measure the transfer. The Kirkpatrick Model is a popular tool that evaluates training at four levels: reaction, learning, behaviour, and results. This model allows companies to track whether training is translating into improved performance and achieving desired business outcomes.

For example, a logistics company might measure training transfer by monitoring delivery times and customer satisfaction ratings before and after implementing a new routing system. If post-training performance improves, the company can conclude that employees successfully applied the training.

Conclusion

The transfer of training is the linchpin of effective employee development. Investing in training without prioritizing its application on the job diminishes its value and limits the organisation’s return on investment (ROI). By creating a supportive environment, designing practical training programmes, and fostering a culture that values continuous learning, organisations can facilitate the transfer of training and enable employees to enhance their performance.

Ultimately, the goal is to create a seamless flow from learning to doing – where employees not only acquire new knowledge but also integrate it into their daily tasks. With strategic training transfer, companies can ensure their workforce is well-equipped to meet evolving challenges and drive organisational success, making every training dime count and cultivating a culture of high performance.

Contributed by Agolo Eugene Uzorka, a Human Resource Consultant and Content Writer.