Primary factors and challenges in transfer training success

Transfer of training has significant variability in outcomes. There are a wide variety of different training techniques and different training formats that are available for organizations to train their workforces. For example, some organizations will attempt to develop new skills in their employees by hosting a three day workshop, providing an online course or promoting on-the-job training, or through more conventional education methods. However, the effectiveness of these formats can vary depending on the specific objectives as well as a variety of factors. Given the complexity involved with the transfer of training it is prudent for organizations to stay informed as to the best practices and recommendations of research to customize their training efforts to their unique situation.

Any training program generally represents a significant investment in regard to the financial investments made as well as the time involved with designing and conducting programs. Since training can be a very costly, having an effectively designed training program is important to substantiate this investment. If the program is effective and the employees gain the skills which were intended to be transferred, then this can adds substantial value to the organization in regard to their human capital. However, if the training program is ineffective in transferring these skills then this could hinder the organizations ability to compete in the marketplace. Therefore the stakes involved in any training program represent much more than just the initial investment required. Furthermore, the initial investment of the training program generally only represents a small portion of the benefits that could be achieved through training and skill development.

The effectiveness of training is generally possible to determine since training generally is designed around a desired outcome. Therefore the intended outcome can usually be compared with the actual outcome. Yet even though the effectiveness of training is possible to determine, the mechanisms that are responsible training effectiveness are not as clear. One model that was developed to try to provide insights into the factors that are involved with training transfer is the Holton's Factors Model (Blume, Ford, Baldiwn, & Huang, 2010). This model divides the training efforts into three broad categories of key factors; the individual's motivation to acquire the skills, the climate in which the skills are transferred, as well as the design of the training program. This model is useful as a broad representation of the types of considerations that should be made in regard to the transfer of training.

Figure 1 - Holton's Factors Model (Brinia & Efstathiou, 2012)