Learning transfer—or “training transfer” as it is sometimes called—occurs when people learn concepts and/or skills and later utilize those concepts/skills in work situations.1 Because we invest time, effort, and resources to create learning interventions, we hope to get a return on those investments in the form of some tangible benefit—usually some form of improved work outcome. Transfer, then, is our paramount goal. When we transfer, we are successful. When we don’t transfer, we fail.
Work-Learning ResearchREAD ARTICLE