Transfer of Learning
Transfer of Learning is the process where skills and knowledge learned in one situation are applied effectively in different situations or jobs. For example, when an employee learns time management in a workshop and then uses those skills in their daily work. Training professionals focus on this because it shows whether training programs actually make a difference in how people work. Similar terms include "learning transfer," "skill transfer," or "training application." It's a key measure of whether training investments are paying off by helping employees perform better in their roles.
Examples in Resumes
Designed training programs that achieved 85% Transfer of Learning rate to workplace situations
Implemented Learning Transfer strategies that improved employee performance by 40%
Created Transfer of Learning assessment tools to measure training effectiveness
Typical job title: "Training & Development Specialists"
Also try searching for:
Where to Find Training & Development Specialists
Professional Associations
Online Communities
Industry Resources
Example Interview Questions
Senior Level Questions
Q: How do you measure the effectiveness of learning transfer in an organization?
Expected Answer: A senior professional should discuss various evaluation methods like pre/post assessments, workplace observations, performance metrics, ROI calculations, and long-term impact studies. They should mention the importance of both quantitative and qualitative measures.
Q: How would you design a training program to maximize learning transfer?
Expected Answer: Should explain strategies like involving managers, creating realistic practice scenarios, providing post-training support, and establishing feedback loops. Should also discuss how to align training with actual job requirements.
Mid Level Questions
Q: What barriers to learning transfer have you encountered and how did you address them?
Expected Answer: Should identify common obstacles like lack of management support, workplace environment, or time constraints, and provide practical solutions they've implemented.
Q: How do you ensure learning transfer happens across different departments?
Expected Answer: Should discuss strategies for adapting training content to different contexts, stakeholder engagement, and methods for tracking application across various business units.
Junior Level Questions
Q: What is learning transfer and why is it important?
Expected Answer: Should explain the basic concept of applying learned skills to the workplace and why it matters for training effectiveness and business results.
Q: What techniques do you use to encourage participants to apply their training?
Expected Answer: Should mention basic strategies like action planning, follow-up sessions, practice exercises, and job aids.
Experience Level Indicators
Junior (0-2 years)
- Basic training delivery
- Creating simple learning materials
- Understanding adult learning principles
- Basic assessment methods
Mid (2-5 years)
- Training program design
- Learning transfer strategies
- Evaluation techniques
- Stakeholder management
Senior (5+ years)
- Training strategy development
- ROI measurement
- Program evaluation design
- Cross-functional program management
Red Flags to Watch For
- No understanding of adult learning principles
- Cannot explain how to measure training effectiveness
- Lacks experience in creating practical exercises
- No knowledge of evaluation methods
Related Terms
Need more hiring wisdom? Check these out...
Unlocking Hidden Talent: Spotting Transferable Skills in Non-Traditional Candidates
Future-Proof Your Workforce: Embracing Lifelong Learning
Micro-Internships: The Game-Changer in Project-Based Learning
