Training Transfer Obstacles

A training program can be properly developed and implemented, yet still not result in transfer to the job. In fact, research on training transfer has indicated that less than 20% of the skills and knowledge acquired in training are still used a year later. This deficit can be attributed to several factors such as: the training was not pertinent to the job that the trainee actually performs, the trainee did not have an opportunity to put the new learning to use in a timely manner, or the work place was not conducive to the trainee applying what had been learned. However, the principle factors identified were lack of encouragement, support, and reinforcement of training by the employee's manager or supervisor. (Love, S. 2001*).

The above graph depicts performance increases expected from training.**

The above graph depicts the results often experienced from training.**

* Love, Sally, "The Transfer of Training - What is your role?", PaperAge Magazine, June 2001. **Graphs are from Stolovitch, Harold D., "Maximizing Transfer of Training - Transfer of Learning," Performance Newletter, Winter/Spring 2000, Harold D. Stolovitch & Associates, Learning & Performance Solutions.