When employees embark on a training course, the most important criterion for success is that they transfer the skills they have learned back on the job. There has been much research on those factors that lead to employee training and development success. However, transfer of learning is still an issue within the Human Resource Development (HRD) community. In this article we have a look at the most important factors that impact the transfer of learning. Furthermore, we provide recommendations on how to maximize the transfer of trainings back on the job.
Here at CQ Net, we support managers and professionals to develop their employees, teams and organizations with evidence-based practices to the next performance level. This approach is based on the assumption that learning and development (L&D) is a key leadership responsibility. This is in contrast to the mainstream understanding of L&D which is mainly seen as a responsibility of the human resource (HR) department or external organizational development consultants. Taking this into consideration the question arises how managers and professionals can get into the driver seat when it comes to L&D. We collected a set of interventions that will help you to strengthen your and your organization’s L&D competencies.